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Three Ways to Stay a Step Ahead When Hiring in a Tight Labor Market
As the country nears full employment, job seekers have the advantage of options and companies must work harder to attract candidates. Here are some steps you can take to give your company a competitive edge in the battle for talent.
A comprehensive benefits package is a big plus for candidates who are weighing their job options. Benefits in all forms are important to employees today. Healthcare and retirement packages are key, of course, but don’t underestimate the value of benefits such as free parking, discounted gym memberships, summer hours, free lunches and more. Plus, these types of non-traditional benefits all play into your company culture.
Speaking of, your company culture is one of the things that automatically makes you unique and sets you apart from other organizations. Being transparent about your culture during the recruitment process will help you bring in candidates who are a good fit and weed out those who just don’t seem to vibe with your culture. Share posts that highlight company culture on corporate social media channels and when you bring candidates into the office for interviews, show them around the building and make sure they meet with peers from different departments. Another good idea: take the prospective employee to lunch during the interviewing phase.
Knowing that a candidate is likely interviewing with several companies simultaneously, you should also try to be quick and agile in the hiring process. Be prepared so when recruiter sends candidates your way you can move them through the necessary interviews and make a “yes” or “no” decision in a timely manner. That way you’ll be less likely to lose out on a great candidate who gets an offer more quickly from another firm.
Benefits, corporate culture, and the need for speed are three ways your company can win in a competitive job market.
Starting a new job is exciting but can also be overwhelming. New commute to work, understanding the parking situation, forms to fill out, trying to remember everyone’s names and getting settled into the new position. This is why it is essential that employees have a good onboarding process.
A strong, organized onboarding process will help set the stage for a new hire for years to come. In fact, a recent study shows that employees are 60% more likely to remain with the organization for more than three years when there is a structured onboarding process1. Here are some helpful hints for a smooth, productive onboarding:
1 – Reach out to new hires before their start date
Reaching out to new hires makes them feel welcome and excited about the opportunity. It is an easy way to get them excited for their first day.
2 – Provide them with an experience on their first day that they won’t forget
Don’t have a new hire go through the motions the first day and just fill out paperwork. Give them something that they will go home and talk about.
3 – Have a structured, organized first day
Taking time to prepare a new hire’s first day is important. It isn’t something that is pulled together last minute. Make sure they know what is happening throughout the initial days/weeks/months.
4 – Setup an “onboarding buddy” to help navigate through the first 30-days
Partner a new hire with someone in the organization that can provide guidance and help navigate the new company.
5 – Set expectations for the job
A new boss may have different expectations for a job than your previous employer. Setting those expectations at the beginning allows everyone to be on the same page and working towards the same goal.
6 – Make time for a new hire
Onboarding isn’t just about welcoming them on the first day, showing them their new desk and providing paperwork to fill out. Limit the number of meetings the first day and have an open door for questions.
A well-established onboarding process takes time and preparation. But the long-term benefits of a new employee starting on the right foot will outweigh the initial planning.
Source: Gillespie Associates. (2016). Why onboarding that new hire will increase your bottom line. Strategic Onboarding. Retrieved from
For more information, please contact:
Candi West, PHR, SHRM-CP