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What Employers Must Know When Drug Screening Applicants

What Employers Must Know When Drug Screening Applicants

Did you know that the percentage of US employees testing positive for drugs has increased over the past 2 years? This includes an increase in usage across nearly all workforce categories and drug test specimen types, according to Quest Diagnostics. Drug screening is...

Employee Recruitment Strategies for a Low-Unemployment Economy

by | Nov 5, 2019 | Recruitment Strategies

Employee Recruitment Strategies

There are several challenges for recruiters in a high-employment economy. While low unemployment is good for workers and the overall economy, it can be frustrating for an individual business struggling to fill positions.

With more positions open than workers to fill them, critical positions can remain open for weeks or even months, putting extra strain on your current team and slowing down your own work, increasing the risk of burnout and compromising quality.

In a low-unemployment economy, competition among employers becomes fierce. If you’re not already offering better wages and benefits, you seriously run the risk of not only struggling to find talent to fill your open positions, but you also run the risk of your current employees leaving for other opportunities.

The landscape of work and workers has changed significantly since the recession a decade ago. While jobs are now plentiful, people who would traditionally fill those jobs have changed. They’re looking for and value different things, especially the millennial generation, which makes up the largest percentage of the workforce.

Consequently, a business should make sure to have good employment recruitment strategies for recruiting in a job seeker’s market. Here are some recruitment best practices any employer can adopt when recruiting in a low-unemployment economy.

Plan Ahead

Accept that it may take longer to fill roles than you’d like. This requires recruiters to work with hiring managers to help them understand the reality behind the candidate pool. It may help to provide data that provides a realistic view of where the challenges are; hiring managers should also be patient and work with their teams to explain why roles aren’t being filled quickly, and be supportive and show their appreciation for the extra work and overtime their team will likely incur.

It’s helpful to identify when your hiring needs will likely intensify and start the process in advance. For example, if you know that the third and fourth quarter are traditionally busy months for your business, don’t start recruiting just before volume surges. Start recruiting several months ahead of time so that your new employees are onboarded and fully trained and can hit the ground running.

Promote Your Company & Culture

We can’t pretend that pay and benefits aren’t important. But people are working for so much more than that, and when they leave, it’s not typically because of those issues. This is good news: This means that you have other things to sell beyond a higher paycheck.

Ask yourself why a job seeker should work for you instead of somewhere else. Work on your employer brand and highlight things like your culture, work environment, and values. Do you have a cool, fun office? Does your team or company regularly volunteer for charity, or is there a social benefit to the work you do? Do you promote from within, providing great advancement potential? Do you have tuition reimbursement or continued training in order to keep your current workforce engaged? Sell those things to candidates. Use social media like Glassdoor and LinkedIn, as well as your own website, and post videos and pictures of a typical day within your organization to showcase your employees and your environment. Having a strong employer brand is the start to becoming an employer of choice.

Have A Database of Passive Candidates

It’s common for recruiters to only solicit active candidates, those currently searching for a job, by posting jobs on sites like Indeed and Glassdoor and then waiting for the resumes to come in. In a low-unemployment economy, this won’t get you as far as you need to go.

Think of everyone as a potential candidate. There are many “passive candidates” out there: These are folks who aren’t necessarily unhappy with their current positions or activ