How We Can Persevere In A Job-Seeker’s Market

by Mariana Dusevic-Stavlic September 28, 2016   /   Recruiting
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Finding and retaining quality employees in digital marketing is one of the biggest challenges we face. It has become clear that demand is far exceeding supply in fields such as analytics, product management and engineering, to name a few. With competition so high, employees are constantly being lured away for new opportunities. At the same time, some of the market’s top candidates don’t have to wait for long, if they are looking, and if a job remains open for an extended period of time, they may see it as a bad sign.

How do we solve this problem? 

As a seasoned recruiter, I am increasingly aware that better recruiting results require better recruiting strategies. And I have found that the most successful strategies include support from your hiring managers and executives. The key to success is to become a trusted advisor and align yourself with corporate strategy rather than just be viewed as an “order-taker.” Build those relationships and learn what the business plans are for the foreseeable future—the next six and twelve months—and start planning how recruiting will be part of that forecast. What positions will be needed? Where do we foresee the most growth? Aligning with corporate strategy provides the foundation for your recruiting strategy.

Here are three things to keep in mind to stay one step ahead of the competition:

  1. Change recruiting to mirror a sales process. This means you can’t sit back and wait for candidates to come to you. Again, today’s job market is candidate-driven and not employer-driven.  You have to go out and find candidates and sell them on your opening, your company culture and what separates you from the competition.  Improving brand image and changing job postings to be more engaging are just a couple of the ways to re-focus recruiting strategies.
  2. Make the most of your employee referral program. I cannot stress how valuable an employee referral can be to an organization’s success in hire rate if used efficiently. It is critical to educate employees on the requirements and responsibilities of an open position so they have a clear understanding of the type of candidate that is needed.
  3. Using data and metrics to assess talent. Tracking your recruiting efforts with data is essential, but what is even more critical is what you do with the numbers you’re tracking and how to strengthen your organization with those numbers. Metrics can show you areas that need improvement in recruiting and where you may be wasting time and resources.

If your current strategies are not producing the results you are seeking, you need to change them. The tips outlined above are a good place to start.

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