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Getting Ahead of the Talent Deficit: 5 Ways To Improve Your Staffing and
Recruiting Efforts


GETTING AHEAD OF THE TALENT DEFICIT: 5 WAYS TO IMPROVE YOUR STAFFING AND
RECRUITING EFFORTS

Staff Writer
|
04/13/2021



There's a global talent deficit — and recruiters and hiring managers feel the
pain. Jobs are waiting to be filled as organizations scale, restructure, and
expand to new markets. Ever-evolving technologies and platforms add another
layer of complexity in which many hiring managers simply can't find enough
pre-certified candidates to fill their open roles.

With projections estimating over 85 million unfilled jobs worldwide by 2030,
talent acquisition is a critical need. Why is it that organizations still
struggle to find the right fit for every role, especially hires that will be
high quality and retainable?

We know that it takes more than sharing a job listing online or relying solely
on the power of networking to keep talent pipelines full of highly skilled,
passionate candidates.

A proactive staffing and recruiting strategy is the most effective way to fill
open roles with the market's best talent. In this post, we'll share five tips to
help you build and refine your approach to attracting, evaluating, and retaining
top talent.


1. ASSESS YOUR CURRENT WORKFORCE

You need to do more than simply check a box or fill a space with a body when
hiring. Whether you're creating a brand new role, replacing a former employee,
or expanding entire sectors of your business, the best way to set clear
recruiting and staffing goals is to identify strengths and weaknesses in your
past recruitment efforts and your current workforce retention.

Take time to evaluate your current workforce before you start recruiting. Work
with your HR team to gather data you have on retention and read through
qualitative notes or interview your team. Beyond basic questions about role and
timeline, the best way to set yourself up for future success is to gain a clear
sense of what's working and what's not in your current system. Think:

 * Where do we see the highest turnover rate? In one role? On a specific team?
   Is there a trend with employees staffed by a particular outside agency?
 * What do former employees say about their reasons for leaving? What do
   managers and leadership staff say about employee retention?
 * What pain points do current employees note about how a role was presented
   during the interview process vs. their actual experiences on the team? Do
   your job listings match up to the day-to-day operations associated with each
   position?


2. STAFF FOR FUTURE NEEDS

Tight turnover deadlines are an inevitable aspect of staffing and recruiting —
you may feel pressured to fill roles quickly when an employee leaves the
company. Ideally, your staffing and recruiting efforts should reach beyond
putting out fires to include future strategy.

Along with assessing your current retention rates, you should consider
long-term workforce development goals as you build a recruiting strategy. The
key? Sourcing for anticipated roles before you need them filled. Last-minute
recruiting often leads to quick turnover if new employees aren't engaged or
can't get up to speed with your business. Effective workforce planning can help
drive future expansions, new initiatives, and better team structure, so it's
essential to consider the lasting effects of your recruiting efforts as you
grow.

As you anticipate future needs by role and technical qualifications, be sure you
also consider the intangibles. How do personality, work ethic, and life
experience impact success in a particular position? If your favorite coworker is
retiring, consider not only the work they do each day but how they approach it
and what makes them such valuable team player. Do they...

 * Know how to mediate conflict in high-pressure situations?
 * Bring new perspectives to the table based on experience in another industry?
 * Get along well with their colleagues, direct reports, and executive
   leadership?

Remember, you're looking for a person to fill each role, not a list of technical
qualifications. You'll want to get a full view of their skillset, beyond what's
listed on their resume, to understand if they're the right fit for your
organization.

Another Tip: Give yourself 4-6 weeks to source, interview, and evaluate
candidates before their anticipated start date. This buffer time helps
candidates and hiring managers to ensure that the role is a great fit and cuts
down outside pressure from leadership teams in a hurry to fill open positions.


3. STAY AWAY FROM AUTOMATED SERVICES

While resume screening is an extremely time-consuming part of recruiting, it's a
necessary evil. It may be tempting to automate reviews with a resume parsing
service, but this quick fix can easily come back to haunt you in the long run.

Parsing tools, even intuitive A.I.-powered ones, can't replace the human aspect
of the hiring process. These tools rely on data and data alone to assess a
candidate's fit for a job, ignoring relevant personal or professional
experiences or even cutting out candidates for something as simple as using a
standard tech acronym like "PO" instead of spelling out "Product Owner." Plus,
they only scan for quantitative measures like years of experience and industry
buzzwords, which makes it impossible for recruiters to get to know the real
person behind the resume.

Simply put, these tools can eliminate outstanding candidates before you know
they exist. They also promote ones that may know how to game the system. Beyond
delivering a less-than-comprehensive view of each candidate, applicant tracking
systems(ATS) and other parsing tools are easy to beat, and candidates may be
more focused on pleasing the algorithm than they are on showcasing their
experience or qualifications.

Instead of automating your resume screening process, look for ways to streamline
other parts of your staffing and recruiting strategy with help from outsourcing
agencies and the like. By finding ideal candidates in talent pools and outside
sources, you'll cut down on the number of resumes you actually have to review.
This approach solves resume overload and helps you capture better opportunities
sooner.


4. RETHINK HOW YOU EVALUATE TALENT

Beyond the tedium of review, resumes also don't offer genuine insight into each
candidate. They're a rigid, quantitative way to measure talent — a strategy
that's not successful as companies look for people who will enjoy long-term
success on their teams.

Instead of ranking candidates based on keywords in a resume, years of
experience, or work history alone, evaluate each candidate as a whole. Consider
things like work ethic, flexibility, and real-world experience over professional
expertise and technical skills.

You may discover that the perfect fit for your open role has an exceptional work
ethic and project leadership experience but got passed over by an ATS because
they don't have a Salesforce certification. Of course, candidates need certain
skills to complete a job, but the unquantifiable qualities on top of those
skills can truly make or break the deal. For example, a former construction
contractor has likely mastered budgeting, time management, and conflict
mediation, all valuable skills that could transition into a corporate management
role with some upskilling and a new certification or two.

This holistic evaluation process opens up new talent sources, and
upskilling makes it easy to get your new hires up to speed on various technical
tools and platforms. It helps you fill your pipeline with best-fit leads, which
means new hires will join your team with authentic passion and deliver a high
standard of work across projects. It also gives you access to diverse candidates
you may have previously missed due to resume qualifications, or industry fit,
with real-world experiences and unique skills that will make them an invaluable
part of your team.


5. DIVERSIFY YOUR SOURCING STRATEGY

As you scale and uncover new recruiting needs, goals, and strategies, you'll
likely need external support to make your vision a reality. Big-box staffing
agencies or generic job listing sites typically match candidates to hiring
managers based on resumes or a high-level list of skills, but these connections
aren't built to last.

Instead, boost your staffing and recruiting efforts with a pipeline support
partner committed to meeting your organizational goals and connecting you with
ideal candidates from diverse backgrounds and non-traditional talent pools.

CareerCircle offers the support you need to improve your recruiting strategy,
build an equitable talent pipeline, and add exceptional employees to your
workforce. Our specialized IT upskilling produces the workforce leaders of
tomorrow, while holistic candidate-to-career matching ensures applicants are an
excellent fit for your business.

Reach out to our team today to learn more about our talent marketplace and our
commitment to creating equity in the workforce.

Previous post
Top Staffing and Recruiting Companies Have These Five Qualities in Common
Next post
Staying Positive: The Importance of Maintaining Team Morale from Afar
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