When unplanned projects or initiatives arise, are you prepared or left scrambling to find the right talent in time? Being proactive, rather than reactive, is the backbone of a solid talent acquisition strategy, and learning how to prepare ahead of time will help ease the task of finding niche talent on a tight deadline.
Finding talent is hard. Finding talent with the right skills is even harder. The key to standing out and attracting top candidates in today's tight hiring market lies in these four steps: digitize, scrutinize, incentivize and optimize. Master these four concepts, and you'll be reeling in rockstar talent in no time.
Top talent is only on the market for 10 days, yet 56 percent of companies still take two to three months on average to fill a direct-hire vacancy. Your chances of hiring skilled candidates decrease the longer you wait, so accelerating your hiring cycles can help catapult you to the front of the pack and help you snag the market's most sought-after candidates before they're gone. Here's what to do.
If your employer branding is less than stellar, you could be missing out on talent. In fact, 94 percent employees said they're likely to apply for jobs at companies that actively manage their employer brands. Here, we'll walk you through the common pitfalls to avoid, and give you steps to build and broadcast an exceptional employer brand that resonates.
Sure, the hiring market is competitive, but if you're posting jobs online and not getting the responses you were hoping for, chances are your job postings are to blame. Two of the major channels that candidates use to find jobs today — employer websites and social media — will lead back to your original job posting, so it's important to give it the attention it deserves. Follow these four steps to learn how to write them right.
Employee quit rates are through the roof — the amount of people leaving their companies is the highest it's been in nearly 20 years. Considering how expensive it is to replace talent (21 percent of an employee's annual salary by some estimates), a low retention rate can really do damage. If you're finding that more of your employees are leaving than staying, follow these steps to change course and raise those retention rates for good.
Low employee morale hamstrings productivity in the present and makes your business susceptible to developing more serious workplace conditions, like low engagement and retention, later on. The good news is that if it's only a preliminary morale problem, there's still plenty of time to act. Follow the three steps here to raise spirits across your workforce and get everyone back on track.
Looking over national salary averages is a no-brainer when it comes to figuring out what to offer your candidates — but how do you determine the perfect number that'll snatch that future star employee from your competition? Here we offer three pro-tips that will help build the team you need to take your company to the next level.
Use our comprehensive talent acquisition ebook as a guide for revamping your strategy. It'll walk you through the essential concepts to know, major pain points to address and the components to include in your new TA plan.
Organizations work with us to hire better talent faster, save on HR costs and get workforce strategies tailored to their business. See how we can deliver on all three of these goals and more for your company today.
Qualified and experienced legal professionals are imperative to your company's success, but finding them can be hard. See how Randstad can help you hire the skilled legal talent your business needs today.
IT hiring needs are changing as fast as technology itself. Learn more about how Randstad is equipped to help you stay competitive in this fast-moving space and prepare your workforce for future disruptions.