5 Recruiting Tips to Ensure 2023 Will Be Your Most Profitable Year Yet
Have you ever noticed that peak hiring season often coincides with your peak season? These recruiting tips will help.
It’s not a coincidence that people look for new jobs when they’re most likely to get hired quickly.
If you aren’t prepared, you can face severe staffing shortages. Every organization has a peak season, whether it’s summer for a seasonal operator or retailers around the holidays.
75% of companies are facing a staffing shortage (the highest level in 16 years)
You can stay ahead of this trend and make this year your most profitable yet!
Here are 5 recruiting tips on how.
1. Work on your recruiting plan as soon as you see signs of slowing down
The most common hiring and job searching months are Jan, Feb, September & October (Sept & Oct due to the return from summer vacation and back-to-school season. Jan & Feb due to stakeholders arriving back to the office, ready to participate in the hiring process after their holiday break).
Concentrate on building your pipeline at the end of your busy season. This gives time to identify, train, and get your new employee ready to work independently – just in time for the next busy season. This paves the way for a better hiring experience
2. Be ready to compete against other employers
If skilled workers are making a move, they will most likely do it after the busy season. They are tired and ready to find greener pastures. This is the perfect time to appeal to passive job seekers.
Prioritize retention by improving your employee experience. Want to know how? Here are some easy ways to go about it.
3. Implement an employee referral program
Current employees are your biggest brand ambassadors. According to SHRM, the average cost per hire is almost $4,700. That’s before their first day.
An effective employee referral program will save you time and money. Referrals are eager to join your team and don’t have the roadblocks of other employers competing for them. Plus they already have a friend at work so your company culture will thrive.
4. Improve your response time
The best practice is to embrace a continuous recruiting strategy. It assists in establishing a robust talent pipeline to tap into when a position becomes available. This will also reduce cost per hire and reduce time to hire.
Top talent is taken off the market quickly. Most job seekers are looking to find a position right away, this is why your response time is crucial. If another employer responds before you do, you just became the second option.
Improving your time to hire means new hires are identified more quickly, onboarded faster, and productive sooner.
The right tools to automate follow-up during the recruiting process will put it back on the job seeker and weed those out that aren’t serious about working for you.
5. Build a pipeline, don’t discount previous applicants.
This is where your pipeline comes in. The applicant, who maybe wasn’t a good fit for a position 6 months ago, might be the perfect candidate now.
Perhaps the candidate who applied for the experienced bookkeeper role you advertised a year ago wasn’t the right fit for your needs at the time. They have payroll experience on their resume, and it just so happens that you have a payroll processing position urgently needing to fill. You connected with them and thought they might be a great fit for the company.
That role wasn’t a good fit then, but this role is perfect now.
Recruiting Tips to Build Your Pipeline
A well-maintained pipeline is an abundant resource.
This doesn’t have to be another year where you struggle to make it through the busy season because you’re understaffed. Apply these 5 recruiting tips today and make this year your best yet.
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