According to Pew Research Center, Millennials make up 35% of the US workforce. These Echo Boomers are climbing the career ladders and are being groomed to succeed by Gen Xers at the request of their Boomer big bosses. If you’re looking to hire a Millennial, Gen Xer or even a Boomer, you need to know how to not only hire but retain them.
Since you’ve clicked on this post, I will assume that your HR department has had more than its fair share of people turning down your offers. You’re reading this because you’d like to find out how to make an offer that no one can refuse, especially with the state of our industry today. If so, read on.
Are you running into recruitment problems due to a limited pool of candidates? You are not alone. Right now, job satisfaction is at a 10-year high, hitting 89% this year and national unemployment is at 3.8% down from 3.9% last month. The US has not seen back-to-back unemployment numbers below 4% since the year 2000.
We are well into the start of 2016, and you have more than likely been looking back at your achievements of the past year and determining what your goals are for this year. You are forecasting sales, preparing budgets and of course looking at staffing needs. Ordinarily, this type of planning is routine in most organizations, but as recent economic events have shown, routine planning may not be adequate.
Now that you’ve decided you need to hire someone, you’ve got your job description all written out, you’ve determined what qualities you are looking for in a candidate, and created a strong presentation to sell them on the position, what’s left to do? Not much, just get it done! It makes no sense to turn this into a never-ending process of interviews and discussions. There is absolutely nothing to be gained by torturing potential candidates by dragging the process out unnecessarily. They hate it and it’s not effective.
When companies are looking for a very specialized type of talent, they are most likely in urgent need. Sometime, they also want to conduct their search privately, without drawing a lot of attention.
Superstar candidates are always at a premium, regardless of the economy, and those companies that can find a way to uncover them and hire them will be the ones that thrive. Although you can’t create more candidates, there is one thing you can create—time. Time that you can use to assess whether or not a candidate is the right person, and time to hire candidates more quickly. This article provides tips on how to hire a great candidate.