The labor market is tight, but not for traditional reasons. Jobs are plentiful, and candidates can be much more selective in the work they accept. According to recent data from the Bureau of Labor Statistics, 4.3 million people quit their jobs in AugustOpens a new window 2021Opens a new window . For perspective, that means roughly 3% of the U.S. workforce quit their jobs in a single month. As a result of this record turnover, wages are risingOpens a new window as employers compete for talent at all levels.Â
But money is far from the only thing motivating candidates to change jobs. Workers are leaving jobs or dropping out of the labor force entirely for a number of reasons. Dubbed the “Great ResignationOpens a new window ,†this trend is partially driven by the disruption of the pandemic prompting employees to rethink what they want out of work and life.
As employers, this means an opportunity exists to differentiate ourselves from the competition. While compensation is always a factor, it’s not the most impactful or sustainable way to attract top talent. Effective employer branding and positive candidate experiences can attract more candidates than a minor increase in take-home pay. Becoming an “employer of choice†requires a lot more than salary or benefits. Here are a few ways to ensure you’re attracting high-quality candidates to your organization.Â
1. Invest in Digital Transformation To Accelerate Recruiting
In JazzHR’s most recent SMB Recruiting Report, employers showed an increasing investment in the digital transformation of their candidate experiences. Use of our candidate self-scheduling tools was up 45%, and the volume of electronic documents sent was up 61%.Â
This increase in the automation of recruiting processes reflects an increase in hiring efficiency, an advantage in and of itself for employers. However, so long as it is done properly and with the experience of various stakeholders in mind, recruitment automation can improve many of the more tedious aspects of your current candidate experience. By creating a process that moves faster and runs smoother than your competitors’, you’ll foster a positive brand impression with candidates and ultimately increase your application conversion rates.
See More: 5 Ways To Speed Hiring Without Sacrificing Quality
2. Showcase Your Authentic Culture Throughout the Candidate Experience
Your employer brand should be an authentic representation of your organization. Once a candidate becomes an employee, they’ll be able to spot any areas you misrepresented and may resent the organization if there was a lack of transparency. Showcasing your culture throughout the recruitment process, so long as it’s an authentic representation, is a great way to get candidates excited about joining your organization. Being open and honest about what it’s like to work at your company is also a useful screening tool. If a candidate truly isn’t the right fit, you’ll save time and money by finding out during the hiring process instead of once they’re already an employee.
3. Don’t Lose the Human Touch
The candidates in your pipeline are more than just numbers; they’re human beings. In an effort to squeeze every last efficiency out of their hiring processes, talent acquisition leaders often forget this simple truth. Although we need hiring processes to move quickly and efficiently, it’s critical to preserve the humanity of our interactions with candidates or risk losing great talent to our competitors. Even when using automation, create customized, personalized communications that make candidates feel like your organization is speaking directly to them. This could include a pre-recorded video from a senior executive or just a message reminding the candidate that you haven’t forgotten about them. In our over-automated world, the human touch matters more and more. Let candidates know that you value their humanity, and they’ll see your employer brand in a whole new light.Â
Money matters in recruiting, but it’s far from the only motivating factor for candidates. A high-quality, low-friction, and empathetic candidate experience is the ultimate differentiator. Investing in a polished, authentic employer brand will pay dividends in hiring outcomes.
How are you creating an employer brand to attract top talent during these tough times? Share with us on FacebookOpens a new window , TwitterOpens a new window , and LinkedIn.
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