What can you do to attract talent in this highly competitive and talent short market?

Thanks to the 270+ talent acquisition, HR and business leaders who joined us for our webinar today. I so enjoyed chatting to our expert panel and seeing such high levels of engagement from our audience. We’re all navigating this market together, so we see great value in coming together to learn from one another.

There were so many key takeaways from today, but we started off hearing from Danny on how things are different now, according to SEEK data;

• Job security now the number one driver for candidates
• Worklife balance and flexibility following closely behind
• Salary knocked off the number one spot for the first time ever
• Whilst traffic to the SEEK site is the same, applications are down 33% meaning candidates are a lot pickier in what they apply for
• 41% of candidates agree that COVID has made them rethink their careers
• 2 in 5 employees say that they are likely to change jobs this year

Changing candidate priorities post COVID

With that in mind, how can we tailor our approach to hiring talent to reflect these changes?

Thanks to Danny, Jessica and Jenny for their insights and different approaches. Some key tips;

Focus on the fundamentals; To ensure a job ad view to applicant conversion, make your job ad stand out! Invest in copy writing training, don’t treat ad writing as an administrative piece of the process

• As advised by Jenny, leverage inspiring executives in your business and encourage them to get out into the community and increase brand awareness via panels, meet ups and webinars. Our sister business, SustainDigital recruit in a VERY candidate short digital market and they are INCREDIBLE at getting out there and it really sets their business apart.

• Focus on “talent agility” – build a strategy around internal mobility in order to invest in existing employees and increase engagement and retention with employees.

• Understand who your candidates are and what they want to see/ what their motivators are and then work on how to attract them

• Data data data! Consult, educate and guide hiring managers and executives to move with the market

• Counter offer management starts at the first interview stage; ask candidates to rate 1-5 how serious they are about moving and ask them to picture how their business would approach a counter offer and if they would take it. This article and this article by Greg Savage for agency recruiters can absolutely applied to internal organisations too

• Organisations need to think like agencies and work with “agency hustle” as described by Jess! Utilise their database/ ATS, effectively pipelining candidates and revisiting old applications

SEEK data showing changes in job applications and hiring demand

Thanks to all who joined us, our amazing panel and the Lotus People team for promoting and sharing with our networks– let us know what topics you’d like us to cover next!

There was so much quality content covered and so many immediately actionable items. Get in touch if you’d like a copy of the recording!