And potential for growth motivates employees to succeed, since employees can see the long-term goals of both the company and themselves as employees. With career development, there is purpose and vision, and job seekers want both. Job seekers are also looking for employers who make sure that their employees are able to have meaningful lives outside of the office.
If an employer overloads employees with responsibilities that clutter their days and nights with work activities, employees can easily become burnt out. So, there is a balancing act that every employer must manage of employee expectations. An employer must recognize that these individuals have other significant responsibilities, relationships, and roles outside of the workplace.
And if you provide room for success in the workplace, you must provide room for success out of the workplace. Not only will your employees thank you but so will the well-being of your organization. Read More. Talk to Us: Free Quote. Talk to us! Temp staffing agencies and companies can attract more talented applicants by paying attention to these four employment tips: 1.
Mobile Accessibility In the new age of mobile technology, more and more candidates are conducting their job searches via mobile devices.
Reputation over money Among surveyed job seekers, 68 percent admitted that they would take a lower salary if the company image and overall reputation was highly favorable. Post a job. Find resumes. Help Center. Find Jobs. Share Open Menu angle-down. Twitter Path. By Liz Lewis. Flexibility is a top priority, especially for women Many workers made an abrupt move from office to home during the pandemic , and our research suggests this will have lasting implications for their priorities.
Page Content. To target passive job seekers, HR professionals should take the following steps: Identify and strengthen the organization's employment brand. Assess current and projected staffing needs. Source passive job seekers.
Engage passive job seekers. Make the application process easy and tailored to passive job seekers. Step 1: Identify and strengthen the organization's employment brand An employment brand is a way to describe the organization's reputation as an employer.
If your employer brand needs some bolstering, consider taking the following steps: Become a good community citizen by sponsoring or cosponsoring community events. Provide opportunities for employees to donate their work time to community projects.
Apply for local and regional HR awards that demonstrate that the organization is considered an employer of choice. Invest in a social media expert who can get your employment brand noticed. Use advertising for employment brand initiatives as well as product branding.
Step 2: Assess current and projected staffing needs To target the right passive job seekers, you must understand your organization's current and projected staffing needs.
To assess the skills gaps that may exist in your current workforce, consider taking the following steps: Identify what skills your organization currently needs by developing job profiles, keeping your organization's mission, vision and goals in mind. Once those skills are identified, assess how critical they are based on your organization's goals by ranking them from high to low.
Conduct an evaluation of the skills your current employees have. These data can be gathered by reviewing performance assessments, conducting skills analysis questionnaires, and interviewing employees, supervisors and managers. As in the first step, rank those skills based on how critical they are from high to low. Assess the results. Compare the findings gathered in the first two steps above; the differences found will reveal current skills gaps. Conduct the same analysis if future skills needs are known to help you target appropriate candidates.
Step 3: Source passive job seekers To identify or source passive job candidates, look where those candidates look and go where they go, both physically and virtually. Other ways to source passive job seekers include: Social media. Social media sites such as LinkedIn, Facebook and professional or association network sites are rich landing places for recruiters and passive job seekers alike, as are job boards like CareerBuilder and Monster. LinkedIn is perhaps the most widely used social media website for passive recruiting.
In fact, it offers a "Recruiter Lite" and "Recruiter Corporate" subscriptions to help recruiters source candidates. Another way to find passive job seekers on LinkedIn is to use the "advanced people search" tool and enter your criteria for the ideal candidate for a job that is or will be available at your organization.
Employers with Facebook pages can post positive happenings at the company, which could help promote your employment brand. You could also post job openings on your Facebook page and perhaps even ask current employees to repost those, if they are willing. News travels quickly on social media, so this could increase your reach to possible candidates rather quickly.
Mobile recruiting via smartphones. If you have not done so, now is the time to optimize your organization's career website and job postings to be mobile-user-friendly and to add mobile-enabled job applications.
Collaborate with your IT department to learn more about the scope of this project, its costs and timelines. You can also benchmark your career website with other websites in your industry by accessing them via your smartphone.
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