- In the face of fierce competition, employers have become creative in how they attract and hire talent.
- One company encourages friends to apply in pairs. The other allows candidates to “duplicate interviews”.
- Experts say this new approach to employment reflects the post-pandemic moment we are living in.
Employers are becoming more and more creative in how they hire, at a time when hiring remains a daunting challenge in American companies.
New York media agency Encourage work friends Apply in pairs. Seattle’s Unicorn to the Candidate”interview again“If they fail the first round. And salesSan Francisco-based cloud software mogul now lists vacancies by time of day rather than location.
In a sense, these new approaches are inevitable. Latest figures from the Bureau of Labor Statistics showed the record 11.5 million jobs created last month, new survey of 400 HR leaders TalentRecruiters find it takes twice as long to hire public roles today compared to 2019. This is mainly because it is more difficult to find good quality candidates.
But the strategy also reflects the epidemic era we live in. After two hard years and counting, workers are realigning what they want at work and what they expect from their employers. Not only do they demand flexibility and teleworking options, they also demand empathy from employers, greater meaning to their jobs, and a sense of belonging in the workplace.
Experts say “getting” employers are changing the way they hire and hire.
“Before the pandemic, employees had to adapt to work life,” said Sheela Subramanian, vice president of Future Forum, a research consortium at Slack and co-author of the book.How the Future Works.” “But now they realize we don’t have to work the old-fashioned way we used to. That’s the way it’s always been done. Now they’re asking themselves, ‘How can I fit my work into my life?'”
looking for differentiators
Earlier this year, the media agency Initiative launched a new recruitment campaign called You + a Friend. This campaign encourages candidates to apply as a duo or team with a workplace BFF. The company advertised the campaign on several channels, including LinkedIn and Tinder, and on job boards.
To date, the campaign has interviewed 140 people and hired five new people, the company said. Building on the success of the program, the company plans to launch another recruitment campaign in June. We Miss You is meant to bring former employees back to the boomerang as an initiative.
“We wanted a way to differentiate ourselves from other companies and show that we take building and nurturing relationships very seriously,” said Poul Olsen, Head of Marketing at the Initiative. “A lot of people are looking for it now.”
Actually they are. new Deloitte survey When it comes to employee preferences among Gen Z and Millennials, we find that younger workers prioritize work-life balance above all else. About three-quarters prefer a hybrid or remote working environment. But they also crave learning and development opportunities as well as a positive work culture in which they feel a sense of belonging.
Andrew Flowers, chief labor economist at Appcast, a software company that helps companies hire people, says a good job today is more than a paycheck. “Candidates know that there are many options with good salaries, so they can consider attributes and non-monetary benefits such as company policies on flexibility, culture and values.”
Employers who are aware of these changes understand the need to adjust their hiring processes, he added. “Ultimately, they want to signal that their employer brand aligns with the job seekers’ values and interests.”
Build relationships with candidates
Karat, a startup conducting primary engineering interviews on behalf of companies like Amazon, Roblox, and Coinbase, has long offered alternative options to both internal and external job seekers. But the company’s co-founder, Jeffrey Spector, said “customer enthusiasm” for it has grown over the past year.
“It reduces false negatives,” he said. “In a market with few candidates, employers can be confident that they are not missing out on great people who, for whatever reason, did not do their best in the first place.”
Spector said candidates see renewal opportunities as evidence of their willingness to become employers. “Relaunch is the first sign that this company is interested in long-term success. It tells them they are on their side.”
About 20 percent of candidates have decided to re-interview and so far, about 1,000 jobs have been created for Karat’s clients, the company said. Starting in 2020, our clients are more than 60% more likely to hire candidates who have completed redo.
Salesforce’s plan to list jobs by time zone, rather than a specific city or metropolitan area, is also indicative of this hiring trend. What the company considers to be a natural extension of “a move”work anywhere” Policy — it speaks to the desire of many job seekers to work remotely while dramatically expanding the potential talent pool.
However, some experts are skeptical about whether this candidate-focused recruitment strategy will continue beyond the current workforce shortage.
Ariane Ollier-Malaterre, a professor of management at the University of Montreal and Quebec, says the balance of power will soon begin to return to employers amid high inflation, a stagnant stock market and the threat of layoffs.
“We’re seeing this in a cycle where employees have more influence,” she said. “if there is
I would be surprised if these hiring practices were maintained.”