Roberta Matuson* urges employers to look at their hiring practices because the ‘new normal’ is going to be nothing like the old.
Hiring in the age of Covid-19 is nothing like hiring pre-COVID.
Yet, many organisations have not changed their approach to staffing one iota — which may explain why they’re unable to fill jobs.
Salaries are on the rise. Candidates are receiving multiple offers and negotiating like crazy.
This is all happening while some workers sit on the sidelines, as they manage the challenges of unmet childcare needs and fear of catching the virus.
I know many of you thought the challenge of filling jobs would go away as soon as the additional unemployment benefits were lifted, but as I predicted in The Great Refusal to Work Lie session, this is not the case.
Candidates are in the driver’s seat and most experts agree this isn’t going to change anytime soon.
No doubt it’s a tough time to fill a job opening, which is why I encourage my clients to do whatever they can to hold onto the talent they have.
Many organisations are finding that their hiring managers are stretched too thin.
These managers are doing their job and the job(s) of people who’ve recently left.
As a result, they’re taking their eyes off the hiring process and missing out on great candidates.
They’re in a spiral of being too busy to hire. This spiral isn’t going to stop happening without an intervention.
Here are three factors to consider in the hiring process that can mean success or failure.
Your sense of urgency
As part of my executive coaching practice, I work with leaders who are looking to advance their careers.
For many, this means having to leave the organisation they’re in. Together, we put together a job search strategy that is targeted and effective.
Several of my clients have multiple job offers in hand in record time, while other organisations they’ve been in conversation with are taking their sweet old time.
These will be missing out on some great talent, as my clients will be accepting offers that are already before them.
My coaching clients know that if they’re interested in a particular position, they must be in pursuit mode at all times.
By that I mean, when they find an opportunity that appears to be what they’re looking for, they must keep their foot on the accelerator.
Employers could learn a thing or two from this approach.
I hear stories all the time about how an employer is dragging out the hiring process, just like they were doing two years ago. This is a huge mistake.
Many candidates are fielding multiple offers and won’t be on the market when round six of the interview cycle is scheduled.
Create a streamlined process, which includes strict guidelines in terms of the timeline.
Give hiring managers the ability to provide a solid offer once they decide on a candidate.
This will help reduce the likelihood that you’ll need to make a counter-offer if you want to hire a particular candidate.
Make your first offer your best offer
Counter-offers are on the rise, and it appears as if the sky is the limit.
Low-balling candidates is a costly miscalculation and could result in you having to begin the hiring process from square one again.
Come to the table with a rock-solid offer — one that is more than competitive.
Keep in mind that there is more to an offer than salary. Conditions like free or reduced-fee parking or the opportunity to work from home is very enticing.
Equally important is the knowledge that career opportunities really do exist in your organisation.
Be prepared to share specific stories about how people in the organisation have been able to advance their careers.
Tell candidates exactly how you can help them achieve their career aspirations. Share stories of employees who’ve progressed in your organisation.
Help people to see that your place of employment is a place where they can achieve their career goals.
Be flexible
Working from home used to be considered a treasured benefit. Today, it is considered a requirement by many.
I know some of you really want to get everyone back to the office, but not everyone is ready to return.
You have two choices: You can stick to your guns and spin your wheels (while working double time) or you do what you’ve asked your employees to do during the pandemic — pivot.
Third-party recruiters are finding that 80-to-90 per cent of candidates are looking for a position that offers some flexibility.
If clients aren’t offering flexible work options, many candidates are saying: “Okay, I’ll wait. Call me when you have a position that includes flexible work options.”
Surveys consistently show there is a disconnect between employers and workers in regards to the amount of flexibility they expect.
An American survey shows nearly one-half of respondents said they’d either quit their job or start searching for a new one if they were required to return to full-time office work.
Another survey shows more than 67 per cent of employers plan to require their workforce to return to the office full-time when restrictions are fully lifted.
I have no doubt these employers will be the first to complain they can’t find workers.
Don’t be like them. Workers want more flexibility, and if they don’t get it, they’ll be looking for other opportunities.
*Roberta Matuson is president of Matuson Consulting which helps Fortune 500 companies and high growth businesses create exceptional workplaces leading to extraordinary results. She can be contacted at [email protected].
This article first appeared at matusonconsulting.com.
