The economic data doesn’t lie: there is a global shortage of labor. If your company is among those languishing when it comes to job vacancies, it is potentially time to reinvent your employer branding strategy.
The Great Resignation has caused labor shortages to continue, as laborers have begun to expect more from their potential employers than potential employers are willing to give. Compensation has to be a top priority, but what matters to job seekers now more than ever is your company’s internal culture.
The environment for hiring has undoubtedly changed drastically. Laborers have reevaluated their priorities as they quarantined and worked from home. They understand that while they want to work and make money, they also want to feel like they are a part of something bigger. They want to be heard and compensated accordingly.
The question is; how do you, as an employer, revitalize your brand’s image to attract potential employees during the labor shortage?
Drum Up Your Visibility on LinkedIn
One might think that simply using LinkedIn as a job board is enough, but it isn’t. This social media platform offers an invaluable resource for businesses to set their “hiring narratives” to attract potential employees, a benefit that is too often overlooked. Companies should be consistent in posting updates, sharing occasional internal highlights, press mentions, and significant achievements and events to keep followers up-to-date on what they are doing. By creating consistent visibility on LinkedIn, companies cast a much wider net to attract employees for job openings. You can also encourage your existing employees to be vocal about working at your company on your social channels and share their experiences.
Evolve Your Interview Process
Hiring quickly is not the same as hiring efficiently; you need to do the latter. Entrepreneurial spirit and willingness to wear multiple hats are qualities in employees that can be found early on in the interview process. However, having an applicant-tracking recruitment system can go a long way to help fill job openings more effectively. Try to offer your top candidates access to job peer reviews, where they can communicate with an existing employee who has a similar scope of work so they have an idea of what their job responsibilities could be. If your company is still operating on a work-from-home model, it would be wise to invest your time and efforts in online water-cooler chats. All of these practices may not seem like much, but together they can accumulate to a terrific company culture, one that all of your employees can be proud of. And you know what they say, if your existing employees are happy, your new team members will be even happier!
Never Forego Transparency
Having a strong and transparent employer brand will allow companies to select qualities that they may want in new hires. Doing so will also ensure that those who are less than qualified for the job will jump ship earlier, and those that fit the bill will stick around.
It is simply more efficient this way. Representing your company culture accurately will allow applicants to make informed decisions rather than go halfway through the interview process and bail at the final hour.
We Can Help
We know how challenging it can be to stand out in front of potential employees when so many other organizations are making efforts to do the same to overcome labor shortages. As an award-winning PR agency, GYC Vegas can help your organization stand out with careful strategic planning and creative PR techniques. Find out more about our PR and marketing services here.