Recruiting in 2021: Winning the Talent War, Part 1

Recruiting in 2021 is presenting unprecedented challenges for employers. According to the Department of Labor, 68% of people currently collect higher funds on unemployment than they would at work, and 20% of parents left the workplace during the pandemic or reduced their hours to care for children. There are a staggering 9.2 million job postings open right now. These factors all add up to a Candidates’ Market.” The best ways to recruit employees yesterday aren’t enough for today. In this market, employers are at a severe disadvantage. MP’s HR services team shares a two-part series on the strategies for winning top talent, even amidst the unique challenges of 2021. Part one will focus on the hiring process.

4 Strategies to Improve the Hiring Process in 2021

1. Build talent acquisition and retention strategies for a “Candidate’s Market.”

Employers frequently use “post and pray” tactics, assuming that star talent will come to them if they utilize a posting or two online. In 2021’s job market, this approach will make talent recruitment a losing battle. Workplaces must use multiple job boards, actively recruit candidates, and invest in building their brand as an employer of choice. In short, they must launch a multi-pronged approach and be proactive in the hiring process, not passive.

2. Eliminate assessments.

These tools may be helpful, but candidates find them cumbersome and frustrating. When there is a myriad of other job postings to apply to easily and quickly, candidates will not apply to the job with an assessment requirement. Of course, sometimes hiring managers cannot hire unless they know if a candidate has a particular skill-set. In these cases, short assessments should be given to a candidate after screening and meeting with a hiring manager. Candidates will be more likely to complete an assessment at this point in the process because they’ll be more invested in the job and have already committed time to an interview or two.

3. Grow a pipeline of candidates virtually.

With little time and money, workplaces could build a deep pool of qualified candidates to fill open positions. Most candidates are online, so this is where employers should focus their efforts. As with any strategy, it will be a best practice to constantly monitor what actions or channels yield the best and most candidates. Employers should consider:

• Hosting virtual recruiting events
• Building social media hiring campaigns
• Investing in paid digital advertisements for specific job opportunities or their employer brand generally
• Experiment with new and niche job boards, such as Dice and The Ladders

4. Update the job board presence.

Even when using the same job boards, employers should ensure their presence is comprehensively updated. This entails ensuring that company logos and descriptions are the most recent and accurate versions. A hiring manager or member of the recruiting department should go through the job application process on a job board from start to finish. If there are any errors or technical difficulties, they should be addressed or brought to the attention of the job board’s tech support team. Candidates will often stop an application (and never return to it) if there are technical glitches. If the job board contains employee reviews, an employer should respond to any negative reviews. (Responding to positive reviews usually appears tacky. It may also be detrimental, making the job board vetting team suspicious of fake reviews.) Responses are most effective when they begin with a “thank you” for the feedback. They should be written unemotionally and briefly, never naming any parties. If possible, a response should state steps the employer is taking (or has already taken) to address concerns.

Want to know more about recruiting in 2021? Check out part two here.