With a record number of open job postings, and with many workers still on the sidelines, this has created a challenge of finding the right candidate to fill those open roles. With candidates in short supply, your recruitment strategies of pre-2020 now require a different approach. It’s time to use new tools to build a hiring plan that will yield success.

Start by reviewing the size of your business, assess the number of hires you will need in the next year and/or the number of current open positions. While you need a tactical approach to filling roles, you also want to have a strategic plan on how you retain candidates for future opportunities. Once you have completed your assessment of your business’s needs then attach a budget for your job listings. It’s also important to determine the costs associated with your unfilled and open roles and the impact of lost revenue for the work not being completed.

Online posting of jobs is helpful but consider supplementing paid job posting sites with free solutions by posting on your website and using social media to direct job seekers to visit your company’s website and apply directly. You also need to remember with the current job market, candidates have options and are evaluating multiple opportunities. Employers need to keep in mind that when you are interviewing candidates that the candidate is also interviewing you and your company. Do you offer a competitive wage and benefits package? Ask yourself, would you want to work here? Would you like the company’s benefits package? Have you thought about talking with current employees to find out what is important to them and why they stay? Have you considered an employee referral program or incentivizing reimbursements for tools or equipment as a benefit?

Many industries have hybrid options for work while others do not. Have you evaluated what you can be flexible on? Are there adjustments that can be made to start time or work week? Overall, evaluate where the business is and focus on what you want to change. Consider sustainable practices as it is important to successful hiring and employee retention for the future of your business.

While no one can see into the future, times marches on. Our faux crystal ball indicates to us that we do not see anything that will be shifting this paradigm in the coming months. As we move forward, look at long-term relationships with schools, technical colleges, or other organizations to develop tomorrow’s team. Are there internal employees that with training and mentorship can be developed to push the organization in the future?

Implementing these strategic ideas will likely help you locate and hire the right person for the right job. More importantly, continuing to monitor where the business needs are and focusing on employees’ needs will help you retain these employees. While it is difficult today, this will not always be the case in the future, and understanding your recruitment needs both now and for tomorrow will help shape the trajectory of your business by the team(s) you build.

Once recruiting and onboarding have been completed, unfortunately, that doesn’t mean it’s time to shift gears. Developing an employee engagement program to retain your top talent will not only help to have happy employees, but it will help reduce employee turnover ultimately landing you back to square one. You can learn more about this: Create Happy Employees With A Retention Program


If you are struggling with recruitment & hiring and would like to consult with an HR professional, our team is here to help answer your questions and to assist you with building out a new path forward for your growing business. Contact Us today to get started — 800.317.1378 x14.