Presently there are more than 25 million unfilled jobs listed on various online job websites – a number that is sure to increase now that booster vaccinations are underway, economies are opening up, and candidate confidence has begun to rebound. For many companies, this next phase offers an opportunity not just to alter how employees work and interact in the workplace but reshape their organizations to become more resilient in the future. To meet the new challenges of a post-pandemic world, the entire hiring process from aligning positions to recruiting strategies needs to be reimagined. At the forefront of these changes is the emerging trend of redefining and merging jobs into new hybrid roles.
Why Rethinking Jobs matters in a Remote Work Strategy
The pandemic has shown that remote work was not just possible but even desirable at times and offered insights into how companies can save on real estate expenses, hiring costs, and engage talent globally to experience productivity gains. But this new way of working wasn’t the only benefit companies discovered in the midst of Covid-19.
It also empowered them to start implementing new hiring strategies targeting millennials in the workforce. This group has a very different relationship with their jobs – one that doesn’t focus on work as a destination but as an activity that can be done everywhere. This outlook has begun to profoundly influence work patterns, helping shape our work-from-anywhere future.
The Impact of Remote Working on Recruitment
Millennials will be the largest share of tomorrow’s labor force, and hiring them will require much more than simply posting a job online. Because they see work in a different light, they search for jobs in different ways. At the same time, as companies create new roles, more jobs will be added to an already noisy job market, making it more competitive than ever before.
As a result, finding and hiring critical talent to add value and improve your company’s competitiveness will require rethinking traditional hiring practices centered around job descriptions. Finding the employees of tomorrow today will necessitate creating and implementing a recruitment strategy that is both dynamic and personalized.
Difference between Job Post Strategy and Recruitment strategy
Posting a job only requires focusing on filling open positions with qualified candidates, while a recruitment strategy for the digital age includes creating brand awareness, reputation management, social engagement, and lead generation—attracting quality candidates that help recruiters fill jobs faster and easier because the candidate funnel is always primed.
Instead of simply hoping that the job description resonates with potential employees, companies need to develop a skills-first recruitment strategy that looks closely at skill acquisition data and target candidates based on their long-term needs.
Candidate-driven Hiring Strategy for the Digital Age
If companies adopt a skills-based hiring strategy, then their job messaging plan becomes the tactical execution of that strategy. Instead of merely crafting a job listing, it focuses on what channels and job platforms to use, how to draft messages for different target audiences, and what key values will align interest in new or hybrid positions at the company.
To speed up hiring for critical and hard-to-fill roles, job descriptions need to be personalized and pique the reader’s interest immediately. When co-ordinated and used in conjunction with each other, a recruitment strategy and job messaging plan gives employers a competitive edge in attracting quality candidates.
Effective ways of Hiring for the Digital Workplace
Hiring new talent will become one of the most important tasks for companies in the future and should be directly connected to achieving business goals. When done right, a recruitment strategy offers a well-researched answer to how a company can position their messages to specific groups of candidates needed to thrive in their industry.
Recruitment specialists trained in developing recruitment strategies and job messaging can help HR professionals move beyond the traditional approach of posting one job listing aimed at hiring one specific candidate to create dynamic segmented personalized messages with clear and consistent value propositions to ensure their company continually attracts the best available talent.
Want to hire more effectively in 2022 and improve recruiting velocity, contact us.