If you’re married, then you probably know what a “honey-do” list is. Even if you’re not married, you probably know what a “to-do list” is. Basically, it’s a list of things that you need to do or want to do.
In a previous blog post, we discussed what the current economy and the marketplace conditions that the economy is producing means for employers. In this blog post, we’re going to address things that employers should be doing because of these prevailing marketplace conditions.
This isn’t a “honey-do list.” It’s not even a “to-do list.” It’s a “must-do list.”
With that mind, below is employers’ “must-do list” for hiring success in this current market:
#1—Employers must keep candidates engaged during the hiring process.
Convincing top candidates to enter your company’s hiring process is not easy. So it makes sense that you would want to keep them in that process. Just because they enter it does NOT means they’re going to stay in it. You have to make sure they do by engaging them effectively. This means communicating well and communicating often.
#2—Employers must “sell” the opportunity.
Employers have to do a lot of “selling” in this market. It’s just the reality of the situation. In fact, employers have to “sell” multiple things, not just the job itself. They also have to “sell” the organization, the company culture, and the employment opportunity’s potential to help the candidate grow their career.
#3—Employers must make a compelling offer of employment.
You can’t low-ball candidates in this market. This is especially the case with top candidates. That’s because, as we mentioned in a previous blog post, top candidates have the most options and opportunities. If you low-ball such a candidate with your offer of employment, then they will simply decline it and pursue other options.
#4—The onboarding process is crucial.
Candidates are “ghosting” with disturbing regularity these days, and this includes “ghosting” on their first day of work. Keep in mind that the onboarding process begins the moment that the candidate accepts your company’s offer of employment. It does NOT start on the candidate’s first scheduled day of work. By then, it might be too late.
#5—Retention is even more critical.
What’s the point of hiring the best candidates in the marketplace if you’re not able to retain those candidates as employees for any appreciable length of time? It’s not much good at all. Your company must focus on improving the retention rate of current employees, or all of the time, energy, and effort that you’ve expended on hiring those employees will go to waste.
If you’re looking to hire exceptional candidates, we invite you to connect with our team today and see what The Doepker Group can do for your organization.
We also invite you to click here to find out even more about the many services that we offer to employers.