Many companies are finding the competition fierce when it comes to attracting and landing top talent. It’s tough to grow and thrive without the right workforce in place. Even worse, if you’re experiencing a chronic talent shortage, you could be slipping backward.
Are you selling yourself short when it comes to your talent search? If traditional resources aren’t filling your candidate pipeline with great people, perhaps it’s time to look at alternative sources.
Look beyond the staffing agency.
Search firms and advertising open positions continue to have value as sources of top talent. But you should also be tapping into social media and other non-traditional sources to get the word out about your firm as a desirable employer and current job openings. The more you expand your reach, the more likely you are to connect with that special someone – or several someones – who will have significant, lasting impact on your company.
How much of your workforce is “contingent” these days? The research and advisory firm Ardent Partners says these new-age temps will comprise nearly 45% of the global workforce by 2017. Contingent workers can do anything and everything. They can serve as interim C-level executives to carry you through a transition or fix a serious problem. They can take on other higher level positions, on a short-term or long-term basis.
The entire concept of “temporary” workers has changed radically, no longer associated only with low- or mid-level office workers. As many as 70% of employers now rely on at least some contingent employees. Their sourcing opportunities are far broader, and they’re saving money typically spent on hiring, training and benefits.
Look beyond the 9-5 work schedule.
Long before Millennials entered your workplace, Gen X’ers were taking a hard look at work-life balance and coming down on the side of life. As a group, top performers are hard-working, motivated and loyal but they expect consideration from you as well. Flexibility is a top seller when it comes to recruiting and retaining the types of people you want most.
Flexibility comes in the form of non-traditional working hours. It also comes in the form of remote work. The less rigid you can be about when people work and from where, the more doors you can open to untapped talent sources.
Working from home enables well-educated and skilled women with young children to be there for their kids and be there for you, too. It enables older adults to semi-retire, kicking back yet bringing a lifetime of experience and insight to your organization. It allows wonderfully talented people who live elsewhere to become part of your team, because you’re no longer limited to a geographically restricted pool of candidates.
Flexible scheduling also appeals to college students and even high school students. They can work after school or on a “floating” schedule that molds to their class schedule. They can work full time in the summer. You could create school-year internships that help them build skills and class credits even as they’re building your productivity.
Bringing young people into your business adds vibrancy. It’s also one of the smartest things you can do to promote your industry and the types of jobs you offer to the next generation. You’re going to need them.
Look outside the “resume box.”
Does your company require all candidates to hold a post-high school degree? Why? Many employers believe earning a college degree demonstrates tenacity as well as a certain level of knowledge, but there are many reasons some people don’t attend college. You could be overlooking excellent candidates whose life experience brings a new problem-solving perspective and who possess valuable work experience and that all-important work ethic.
Consider looking outside the “resume box,” too. Transferrable skills come from all directions. You may have exactly the right person in your files right now, if only you look at their resume through new eyes.
Non-traditional talent sources could be your hiring salvation. And using diverse sources offers another advantage. You’re apt to gain a much more diverse workforce, something that can do wonders to boost creativity and innovation within your organization.
