.svg)
La health crisis What we are going through has come to speed up the War for talent, which has been raging for a few years now. It is indeed more and more hard for businesses of retain their employees And of attract new, especially on certain shortage profiles.
This second article in the War for Talent series, Deciphers the recruitment of employees in companies, at the time of teleworking.
The war for talent: definition
The term”War for talent” is not new (1990), but reappeared during the health crisis.
The phenomenon of”War for talent” refers to a tension in the labor market, between the shortage of resources or certain skills, and the difficulty for the company to recruit and retain talent.
“95% of employers believe that it is more difficult to recruit today than before the pandemic, and 82% say they receive fewer applications than before,” according to the study conducted by Isarta in 2021.
So here are our 4 tips to attract new employees to your strategic profiles!
#1: Adapting the job offer to hybrid work
One of the consequences of the health crisis was transforming the job market and in particular of recruitment. Indeed, now candidates have new expectations about their future company, employer but especially about their future position.
Candidates are now wearing more mission requirements that are offered to them and to the description of their position.
Here it is What social benefits they prefer (according to a study byIsarta in 2021):
- The possibility of doing teleworking
- Respect for work/life balance
- Have flexible hours
- One competitive remuneration
Proposing salary increases is therefore always an essential criterion in the eyes of candidates, but it is no longer enough!
“There is a War for talent, so we're going to have some Wage inflation” explains the director of operations of Dassault Systèmes, the leading French software publisher.
So, to recruit without difficulty, it is necessary that the employer adapt the job offer to the new expectations of candidates.
#2: Accelerate the recruitment process
After the discovery of the job offer, it was during the recruitment process That the candidate formulates his first impressions of the company. Therefore, this process should not be overlooked, as it will define how he will react.
Here are our 3 best practices for a recruitment process efficient :
1. Facilitate communication between decision makers in the recruitment process
In order toavoid wasting time, it is necessary to quickly involve the decision-making and relevant people in the recruitment of the candidate.
Depending on the position to be filled, bosses, managers or even the departments concerned may be involved in HR decisions and thus make the best decision.
2. Use application management software
In order to have the good information quickly and accessible to decision makers, the use of a management software of applications is very often relevant.
It allows communicate quickly internally in order to follow up the complete profiles of promising candidates.
3. Reducing the length of recruitment
Reducing the length of recruitment allows the future candidate to have a positive opinion of your company, while showing that your teams make quick, calculated and organized decisions.
At the same time, you avoid wasting time on your side with slow and sometimes inefficient processes.
Attention, this is not a question of reducing recruitment time by lowering requirements or even quality criteria, but of pace the process - as in sales - to maximize the engagement of all stakeholders.
#3: Develop a strong corporate culture
One of the main elements in order to continue to attract new talent is to have a strong corporate culture.
Corporate culture refers to the set of different characteristics that govern the functioning of an organization, making it unique.
In fact, Pre-crisis intentions are no longer enough. From now on, candidates want to feel aligned with the values of the company, study the employer brand and especially want figures that support these elements (example: the percentage of female managers in the company).
netflix is a perfect example of a business that has successfully put its corporate culture at the service of the war for talent.
Indeed, its approach is toattracting top talent to be the most competitive company on the market. This pragmatic vision makes it possible toentice And of build loyalty his talents. In particular, it involves the removal of as many constraints as possible such as expense limits or various authorizations, leaving room for the creativity of its talents.
#4: Show that your business is adapting to hybrid mode
The idea that comes from the war for talent is that It is no longer the candidate who is interviewing but the employer.
Since the health crisis, candidates have thus had more and more salary requirements. Whether in terms of teleworking, flexible schedules or work/life balance.
The employer must then be prepared to answer many questions related to the hybrid mode and the new aspirations of candidates.
The key to keeping a candidate's attention is to show that the employer, HR and the company as a whole are Attentive, resilient and value employee feedback. Thus, the company must be able to adapt to the candidate (as far as possible) and not the other way around.
.jpeg)
.png)
