by Chris Fields
29 April 2015
As a small business owner and HR consultant, I can tell you that life is cyclical. There are certain things that you have to manage on a daily basis that stress you out. One of those stresses is making an excellent hire. Lucky for me, my business is still very small, but other business owners and CEOs continuously wrestle with hiring additional staff to help run operations.
As an HR consultant for my company, I’ve found that hiring is the most expensive and important choice you will make. Many companies try to do it on their own, but let’s face it, hiring is difficult to do alone.
How did hiring get here?
There will always be new trends in technology, apps and social media platforms that businesses can use to their advantage, but there is one constant problem that every business, company and organization must address—finding talented employees.
In 2015, most Human Resource professionals and CEOs say that winning the war for talent—finding good skilled workers who fit their company goals—is their number one priority. That’s no easy task, and over the last five years, it’s gotten even harder because of increased competition.
It’s official, the recession that began in 2008 is over and it’s important to remember during the recession (2008 – 2013) unemployment was as high as 10 percent. Jobs were scarce and finding skilled workers was very hard, which is why it’s called the "Skills Gap" (or "Talent Gap"). Employers complained that there weren’t enough skilled workers to fill open jobs.
Fast forward just a few short years and the unemployment rate is 5.5 percent, there is a 24 percent increase in job growth expected this year alone, and there are about 5 million open jobs with over 11 million job seekers looking for new opportunities. When the unemployment rate drops, consumer confidence increases and job seekers start looking for other opportunities. This means employers will have to work harder to compete for top performers.
History offers some valuable recruiting lessons.
HR professionals have learned many lessons from that recession. One of those lessons is that great employees out there are ready to work; however, they are hard to find. Today’s job seeker will investigate companies using social media and introduce themselves by engaging in conversations online, liking your Facebook page and sharing pictures. They really want to get to know you and your company before they decide to apply. This form of relationship building is great and proven to work very well, but it can be time consuming and costly.
Some companies have the resources to hire a team of recruiters, or screeners, to find talent and court candidates, but for many others, it’s nearly impossible to find the time to build multiple relationships and recruit employees while managing all other responsibilities. This is why many companies are losing the war for talent—they can’t keep up with latest recruitment trends.
How can you afford to build relationships, save time and win the competition for talent?
If you haven’t had to recruit anyone for a while, congratulations! But times are changing. If you have recruited recently, then you’ll know it can be difficult, but social media and mobile technology have altered forever the way we recruit, attract and retain employees.
Here’s where software companies like Relode come into play. Imagine a process where you talk to one recruiter who specializes in recruiting the type of talent you need the most. Instead of forming multiple relationships with a team of recruiters and job applicants, all you have to do is work with one agent. That’s what Relode’s marketplace offers.
Relode is time-saving, cost-effective and streamlined. If you post an ad on a job board, you have to sort through many resumes. You don’t have to do any of that sorting. There are cost-effective ways to engage talent and bring to the table great job candidates.
As a small business owner, I will continue to utilize innovative software because it just makes sense to me.
Chris Fields, MLHR, is an HR Consultant and writer. To learn more about Chris, visit his LinkedIn profile here.