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5. Improve Your Application Experience
Be honest: when was the last time you took your online application for a test drive? Do it!
You should know what the process feels like on the other side, especially how long it takes to complete the application.
Research shows that a breathtaking 92 % of would-be workers bail on job applications that take too long. And that to get them across that finish line, completion should take five minutes or less.
In addition, you need a smooth, truly mobile-friendly application. According to a 2021 study, more than 61% of 7,000,000 applications were completed via smartphone—a number expected to rise.
6. Form “Feeder” Partnerships
Depending on your industry, partnering with local colleges and trade schools may allow you to build a pipeline of incoming talent. Think about it: by offering students internships, apprenticeships and/or part-time jobs that complement the school’s curriculum, you can form relationships with future candidates—while shaping their skill development to fit your needs.
And it’s great for your community, too!
7. Amp up Your Referral Program
Did you know that referred employees make the best employees? According to the Society for Human Resource Management (SHRM), candidates who were referred by company employees not only boast higher conversion rates, but make superior new hires who tend to stick around.
To juice-up your referral program, first, increase the value of your referral rewards, adding non-cash awards like trips and time off. Then, start advertising your referral program more emphatically to your workforce—and watch the referrals pour in.
8. Expand Your Search Area (and Your Relocation Program)
Finally, if you’re having trouble securing talent locally, widen your search to include long-distance candidates. But in order to do that successfully, you may need to enhance your relocation program.
Great relocation benefits ensure candidates are reimbursed promptly for their interview-related travel expenses—a sore spot with candidates who wait weeks and months for reimbursement.
Competitive relocation programs not only cover new hires’ moving expenses, but simplify the legwork, providing access to pre-approved movers and suppliers—plus the services of a dedicated relocation consultant.
Worried about the price tag? Contemporary, tech-based relocation providers cost a fraction of traditional relocation providers, while delivering an awesome experience.
In other words, right now, recruiting success is all about keeping an open mind, weighing your options, and making changes that make sense during a recession and in today’s competitive market.