Struggling to fill those empty positions? A new report by Aerotek offers some helpful advice for recruiters.
Are you a recruiter who’s battling to find new employees to fill position after position?
A staggering 3.8 million open jobs are up for grabs, yet 70 percent of hiring decision-makers say it now takes longer to find a qualified candidate to fill these roles, according to a new Aerotek report, Retain or Recruit. In July 2009, it took an average time of 15.4 days to fill a position, and by December 2012, the average had risen to 23 days.
So what can you do to reduce the time it takes to find the ideal candidate and retain them once you’ve got them?
1. Make an offer they can’t refuse
Retain or Recruit found three out of five employees would leave their current role for a competitive offer.
That doesn’t necessarily mean offering more money, although that definitely makes an offer competitive. It could also mean offering wider and more comprehensive benefits, more vacation leave or opportunities for travel abroad. It’s worth taking the time to find out exactly what job candidates are looking for.
2. Tempt candidates with training
Of the employees who were not likely to be tempted by a more competitive offer, the prospect of employee training and development was enough to make them consider the option.
It’s not always about more money in the bank; young professionals in particular often prioritize their long-term personal and professional growth. That’s why another way of hooking them is putting your money where your mouth is and offering to…
3. Provide the training
While every single one of the hiring decision-makers surveyed agreed training is important, only half have a formal employee engagement program focused on employee development. Worse, a third don’t have a training program and don’t plan to have one.
Opportunity for growth is essential for GenY workers, so why not think about setting up a program or two?
4. Team up
“But I haven’t got time,” you’re probably screaming at the screen. It’s true that investing in training and development programs will cost you time as well as money, but it’s likely to pay dividends in the long run.
By identifying partners that can alleviate the time spent locating and interviewing candidates, you can use this time to focus on training and developing the employees you already have. Not only will it keep them happy and engaged; it’ll make your offer all the more tantalizing to potential recruits.
5. Manage your expectations
When it comes to new hires, one third of hiring managers expect more from the new kids in the office, despite half of respondents saying they have less time to train new employees.
You can’t have it both ways! Yes, you should expect your new recruits to be ready for action, but if you don’t invest in developing their skills and inspiring them professionally, you can’t expect this to happen overnight, if at all.
Bear in mind that graduates may not have extensive experience in the workplace, but they are fresh, hungry and keen to learn, so capitalize on this enthusiasm and make use of it!
Amy Noble is a freelance writer, copy editor, proofreader and general grammar-obsessive living in London, England.