Andrea Hoffer Shares Five Steps to Solving Your Staffing Shortages

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Recruitment specialist, Andrea Hoffer, defines why the pandemic has flipped the script and businesses are now chasing job seekers, rather the other way around.

The pressure and length of the pandemic have brought a new set of issues for potential candidates and employers.

The challenges that employers face today are being able to fill roles to bounce back from the pandemic. It’s not that they haven’t customers, they can’t find people who want to work for them.

The pandemic has presented two sides of the same coin. A little over a year ago, when layoffs and furloughs were at an all-time high, candidates were inundating recruitment agencies with messages and calls.

Covid-19 suddenly presented job seekers with fears and opportunities in equal measure. Many feared taking frontline roles where interaction and potential infection were high. But opportunities abounded as furlough enabled laid-off workers to take stock of their lives, and, with a bit of extra money and time, they had options to consider what was most important to them. Working remotely also became front and center.

Today businesses are facing staffing shortages. Many variables contribute to people’s choices. Staffing shortages are not just happening on the frontline; we see it across many industries, and applications are down. So what can employers do to attract good people to jobs?

Don’t throw money at job boards: Applications are down, which is never a good approach. To test out job boards that may have worked in the past, set a budget of $60-$100 over 3-4 days. If suitable quality applications come through on a specific job board, up the funding.

Get creative: This does not mean offering a bunch of cash incentives. Offer more flexibility in working hours, work from home, and other areas. Listen to why people turn down your jobs. Can you work around it? It is not always about money.

Highlight your organizational culture: Use social media and websites to give job seekers an idea of what it is like to work for you. What do your team like about working there? What does a typical day look like? Who is successful? Job seekers, more than ever, are searching for a job where they can be happy, respected, supported, and grow. Show them that.

Make it easier to apply: Employers often ask candidates to jump through hoops to get their applications reviewed. That rarely worked in the past and won’t work now. The script has flipped. Sell the job and once you’ve won their interest, put them through some screening. Just don’t take too long as if they are reasonable; someone else is also wooing them.

Build your talent pipeline. Create a network of people who may someday want to join your team. Keep in contact with them by consistently sharing value with them.

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