As the labour market revolution continues, how can you, as an employer, compete and fill your positions effectively?
The different generations (Gen X, Gen Y and Gen Z) are becoming more and more demanding, especially in view of the current labour shortage. Keeping in mind your company’s financial health, how can you reinvent the staff attraction, recruitment and retention process?
Moreover, how can you respond to their need for meaning and well-being, the new DNA that defines most job seeker requirements?
According to Institut du Québec data, the industries most affected by the labour shortage between 2019 and 2021 were the following:
These sectors alone account for 80% of the 238,050 vacant positions in Quebec. This figure has remained similar since then and represents an 88% increase in vacant positions compared to 2019. It’s unsurprising, therefore, that recruitment is so difficult.
In fact, just over 45% of vacancies remain unfilled, even after 90 days. Where are the candidates? That fact is that most of them are already employed. The unemployment rate clearly shows this.
You’re already well acquainted with the major challenges caused by the pandemic and the inflation that has followed in 2023.
This is without counting all the newly hired employees who leave even before the first year with the company, putting additional pressure on recruitment budgets.
HR marketing is taking on a new dimension. Companies need a solid strategy to stand out from the crowd and attract candidates?
It’s a bit like customer service; for too long now, companies have been trumpeting that they provide excellent service. The best service in town!
As a result, customers now demand even more. They want to be recognized and shown how the service is better than that provided elsewhere. And they have plenty of choices between you and your competitors.
Therefore, as an employer, it’s up to you to avoid generic descriptions when recruiting. Take this one, for example:
“Excellent benefits, competitive salary, dynamic and friendly working environment, social activities and free coffee…”
You should move away from this repetitive formulation and develop one that truly represents your company.
Be transparent, especially in your HR marketing. Your candidates have done a lot of research on all the job search platforms.
They know their value, know how to look up wage statistics and can easily download salary guides from reputable sources.
Also, they check social media daily, including LinkedIn, which provides accurate and valuable information about their next professional role. They’ll come prepared.
So share the actual facts with them to build trust from the outset.
You must show (not tell) potential employees why they’d want to stay with your company using figures and examples.
Finding a candidate can already be a feat in some cases. Hiring qualified applicants is even more work. You could likely do without all the hassle.
Whether or not you have an HR department, when you partner with Extra multi-ressources, you benefit from support and guidance for temporary or permanent recruitment to fill all your vacancies, including executive positions.
Together we can develop an effective HR marketing strategy to help you build your team quickly.
Are you a job seeker? Check our job postings.
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