5 tips to attract great candidates in a tight labour market
bmadmin • January 14, 2022
If you have recently advertised a job vacancy, you might have been surprised by the lack of applications you received. Rest assured, you’re not alone!
The number of job ads have been at record levels in recent months however unfortunately, this trend hasn’t been matched by an increase in applications.
There are many reasons for this, but the on-going Covid situation is certainly a big factor.
Employers and recruitment agencies alike are finding it increasingly challenging to source quality candidates to fill their vacancies. Job seekers are hesitant to move, and this uncertainty is resulting in decreased application numbers.
In today’s competitive job market employers need to re-think their employee valuation proposition and talent attraction methods. Here are a few ways you can up your hiring game to attract the right candidates to your job vacancy:
- Encourage existing employees to help in the search
It’s time to revive your employee referral program and enlist the help of your existing employees in the hunt for great talent. Who better to spruik the organisation than the people already in the business - Actively seek out your candidates
Rather than being passive and waiting for the job applications to come to you, be proactive and search for your ideal applicant. There are many ways you can do this including via industry networks and groups, online searches via networking platforms and reviewing applications to jobs you previously advertised. - Ensure the job on offer is attractive and the salary is competitive in the current market
Review the role and make an honest assessment of whether it’s a position that’s going to be attractive to job applicants, and if not, have a think about what you might be able to do to make it more appealing. If you suspect the salary isn’t going to win anyone over, make a quick call to a recruitment agency to find out what the current rate is for that type of role.
- Clarity is key
Sourcing isn’t the only challenge in the current market, we’re also seeing higher rates of counter offers and candidates withdrawing part way through the process. When going to the market with a position make sure the role responsibilities, organisational culture, benefits, work hours etc are communicated clearly from the start. The last thing you want is to have to start the process over because your preferred candidate withdraws their application! - Outsource the recruitment process to a professional
Consider engaging a recruitment agency to manage the process for you. A good recruiter will be well networked, proactive and will work with you until a successful outcome is achieved. They have access to candidate databases that employers don’t, and most importantly, this is what they do day in day out, so they are constantly coming into contact with talented candidates, and they can recognise one when they see one!
Flexibility has been a major part of workplace conversation in the last few years, but now the discussion is starting to move beyond simply whether businesses offer flexible work. Instead, the focus is shifting towards what flexible arrangements can look like for different people, and whether there should be a one-size-fits-all approach.
Thank you to everyone who attended our fantastic breakfast event and celebrated 10 years of Mansfield & Co with us. Our keynote speaker Rebecca Christianson presented “The New Leadership Paradigm – Why the Old Rules No Longer Work” , exploring nine elements of this new leadership paradigm, and how this framework can fundamentally shift how we lead, influence and deliver outcomes in an increasingly complex world. We were also joined by a panel of exceptional leaders who shared their perspectives and experiences. A special thank you to: Kathryn Keenihan, Junction Australia Matthew Evans, Agilex Biolabs Shari Dayton, CMV Group We were thrilled to have so many South Australian leaders and familiar faces join us for a morning of networking, inspiration and insightful conversation.
Whether you’re a business leader or HR manager, understanding the true value of temp employees can help you build a more agile, effective team.