How to Recruit and Hire Your Best-Fit Job Candidate in Today’s Market

One of the biggest HR challenges today is hiring and recruiting. We’ve had clients ask “Why are we having problems recruiting good people?” The short answer is that we’re living in a different time and dealing with different expectations so a new approach is necessary in order to attract and retain employees. In this article, we’ll explore the challenges of today’s modern workforce and share some proven HR strategies to find and hire the right people for the right roles.

Recruiting Challenges in a Changing Environment

The traditional approach to hiring no longer fits the bill for today’s various generations of job seekers. It’s essential to recognize the shifts in aspirations and motivations in order to secure the best-fit candidates. 

• Shift in Workforce Expectations: Today’s workforce seeks more than just a job opening; they desire purpose and fulfillment. Aligning personal values with professional roles has become a priority. Job descriptions must reflect not just the skills required, but also the cultural values of the company and soft skills essential for a great workplace.
• Impact of Changing Dynamics: The pandemic has reshaped work dynamics, with people reevaluating their career paths and how they approach their work priorities. Uncertainty in the economy means more people are remaining in their current roles, creating a challenge in attracting qualified candidates.
• Generation Gaps and Changing Mindsets: The incoming workforce’s perspective is different from that of previous generations. Lingering mentalities regarding mental toughness and what is considered “hard work” are now considered outdated. Younger generations prioritize mental health and work-life balance. 

Solutions to Enhance Your Hiring Process

While it is a challenging time for recruitment and hiring, hope is not lost! There are proven strategies you can use to find your ideal candidate and we, alongwith our partners at Inspiring HR, can help. 

“The hiring market continues to evolve. Companies who don’t adapt their methods will find themselves without a strong applicant pool. We suggest companies be proactive in learning where candidates are and knowing what they value, then meeting them there. Consider what your organization offers beyond the role, like values and culture, and be sure to highlight what makes you unique. It’s no longer just about candidates being appealing to the hiring company, but about finding the right alignment between applicants and organizations. An HR consultation can help small businesses clearly define these points and make an enticing job description to attract the right people for the right roles.” – Mindy Flanigan, Founder & Chief Inspiration Officer

Craft Compelling Job Descriptions

Job descriptions serve as the first point of contact with potential candidates. A well-written job description can help to ensure a good fit between a candidate and a company. Here are three tips for writing a job description: 

• Curate the Culture: Not only does the description need to clearly share the role and expectations but also clearly highlight the behaviors and skills that complement the company’s core values and culture to secure a strong cultural alignment. 
• Realistic Expectations: Clearly delineate the role’s responsibilities and expectations. Ensure the job description is not overstretched to find that elusive “unicorn” candidate.
• Market-Competitive Compensation: Determine a suitable pay range for the role in order to attract top talent. Our partners at Inspiring HR offer pay range market research services to help organizations determine the current “market price” for each position and use job titles that will attract the most suitable candidates.

Strategic Interviewing Techniques

Unlike in the past, interviews are increasingly about finding a mutual fit. Interviews are an opportunity for you to assess the candidate and for the candidate to evaluate you and your company.

• Balanced Conversation: A common error is when hiring committees do more of the talking. We suggest you shift the interview dynamic to allow candidates to speak 60 – 70 percent of the time. Encourage the candidate to ask you questions about the company, the culture, and the job. 
• Skills Assessment: Don’t set an unrealistic standard by waiting for the unicorn candidate. At the same time, you want to avoid biases. Make sure you are asking all the candidates the same core questions so you can compare apples to apples when comparing candidate answers and uncovering which ones possess the skill sets required for the role, beyond the likability factor.
• Consider the Timing: Avoid a drawn-out process that might lead to losing top candidates. Streamline the decision-making process to secure the best fit swiftly. Factor in the time of year as well. For example, many people use paid time off (PTO) at the end of the year or want to wait until after the holidays to make a change. Consider getting the job description and recruiting strategies ready so you can secure those job seekers in the new year. 

Recruiting and hiring in the modern era is more than filling open positions; it’s about building a sustainable workforce and finding the right fit for your team. Interested in other current employment trends? Click the link to view the recent blog: Navigating the Office Holiday Party: Lessons Learned from Past Mishaps or check back for more on human resources, payroll, insurance, and benefits.