Move over Instagram. Step aside Snapchat. There’s a new app in town that has recruitment marketing professionals amped up, and it’s called Periscope!
This week we are taking some time to celebrate and honor the individuals who support the health of their communities. When thinking about these healthcare professionals, it’s often easy to just think about physicians and nurses, but let’s not forget about the many other dedicated men and women who make our hospitals operate: therapists, engineers, food service workers, volunteers, facilities managers, administrators and so many more.
Canada is expected to have a shortage of approximately 2 million workers by 2031. Some may say this is old news; others may even say this is good news given the original projection was a shortage of 2.7 million workers. Whatever your reaction is to the projected Canada skills shortage, the fact remains – as a talent leader within Canada, you must prepare your organization today for success in the future and do so in a strategic, revenue-driven manner. While there are multiple dynamics that play into a talent strategy, to be successful, a key aspect must be attracting and retaining a diversified workforce.
In today's employment landscape, candidates are asking themselves questions like: Do I like a traditional work environment or an innovative and creative one? Do I value the length of employment or the impact I have on an organization more? Employees will not stay at one job for the sake of security; they want to be challenged and feel valued. They crave individualism and growth over stability, and they want their professional contributions to play a major factor in career succession.
Recently, I had the opportunity to sit on an alumni panel at my alma mater titled “Journey from Student to Professional” where soon-to-be graduates eagerly sought advice to launch their post-grad career. However, while they picked my brain for answers, I was picking theirs, to gain insight on how to improve the candidate experience for entry-level candidates. Throughout the panel, the group kept returning to a few key topics that, if used correctly, can provide an edge on finding and recruiting top entry-level talent.
Recently I read an article from BBC stating that the skills shortage in the UK has been getting worse month-on-month over the last 18 months. Whilst this is followed with typical dramatic lexical detailing how industry will grind to a halt, the article touches on a topic that should be at the forefront of every HR Director and Chief HR Officer's mind: How to hire during the British skills shortage. PricewaterhouseCoopers' 17th Annual Global CEO Survey states 93 percent of CEOs openly admit they need to change their talent acquisition strategies but 61 percent don’t even know where to start. And British Chambers of Commerce Workforce Survey highlights that 92 percent of businesses have identified a skill shortage amongst their workforce.
When it comes to training to ensure an effective recruiting and hiring process, we put a lot of emphasis on training our talent acquisition teams. After all, they are on the front lines, representing the company and its employment brand, engaging and managing the recruitment process and communicating with both candidates and managers. While ongoing training is necessary for recruiters and sourcers, it is equally important to train your hiring managers, not only those with the final decision but also those who potentially have the biggest impact on future employees.
Whether people realize it or not, the human resources department must have solid relationships with its company's marketing and public relations departments. When it comes down to it, recruiting is marketing. It matches candidates with the right positions and organizations; just as marketing matches people or companies with the right products and services. So why aren't these two departments constantly in sync? From thought leadership to social media, marketing should be HR's best friend; and together they can ensure brand visbility and consistency, talent attraction and retention and a strong employee value proposition (EVP). Without this strategic relationship, the messaging marketing is sharing with the world may not match up to the conversations the recruitment team is having with candidates. It is a neccesary partnership to any talent acquisition strategy.
Talent acquisition has shifted, and the recruitment strategies that may have worked in the past to attract top talent, now need to be refreshed. More organizations are growing globally, thus requiring talent from all over the world to maintain their rapidly growing businesses. Recruitment process outsourcing (RPO) organizations are often a key resource for global organizations to avoid using multiple firms and segmented approaches for their talent acquisition strategy.
Flowing gowns, colorful tassels and glowing smiles can only mean that graduation season is slowly approaching. The months of April and May see an influx of recent graduates eagerly looking for their first employment opportunity, but how can we as talent acquisition specialists tap into graduate talent pools before they start looking for us?