Become a productive player in the new age of employee recruitment

Upcoming session by ADP Canada tackles how to attract – and retain – excellent candidates

Become a productive player in the new age of employee recruitment

As was the case across most industries, the COVID-19 pandemic took evolving trends and drove them forward at warp speed. One such trend was the changing nature of the recruitment process, which even before the pandemic saw a workforce looking to increase mobility, work remotely and join organizations that stand for increasingly important societal issues such as social justice, diversity, equality and inclusion in the workplace.

This shift has led to a “talent crunch,” which can indicate many different things, says Iman Masud, executive human resources relationship manager at ADP Canada.

“It can mean that there isn’t enough talent to fill the available positions in an industry, or that there are many organizations competing for the same talent,” says Masud, a presenter at ADP Canada’s upcoming session, “The inevitable evolution of recruiting: First class recruiting tactics during the talent crunch.”

 “It can also mean that the positions available aren’t attractive enough for candidates.”

2022 has been coined “The Year of the Employee,” meaning employees have the power to share what’s important to them, inside and outside of the workplace, and to choose organizations that best support those priorities. The COVID-19 pandemic has impacted on those priorities for a great number of current and prospective employees, with a recent ADP survey finding a shift in focus from the historical high rankers – such as salary and benefits ­­– to a new top priority: work-life balance.

Workers are looking for positions that support changes to their personal lives (33 per cent), expressed a need to limit workload and stress (29 per cent) and desire more flexible hours (28 per cent). A strong and effective DEI strategy is also critical for every business, not only because a diverse workforce creates a more collaborative, inclusive and unique culture but because it helps with retention and encourages a company’s recruitment activity.

Not only are current employees paying attention, so are job applicants who prefer to work for organizations that supports their principles.

“These are the types of priorities workplaces should be thinking about and offering if they are competing for talent,” says Masud, adding that the pandemic also highlighted the need to strike a balance between technologies that help streamline processes and a more human-centric approach, where candidate engagement is prioritized.

“Recruiters need to listen closely to what employees are looking for, and effectively illustrate how a potential employer can meet their more heavily weighted priorities. Conversations have to be a lot more candidate-focused and organizations will have to be more flexible when recruiting. Given the talent crunch in many industries, it’s critical that organizations adjust employee value proposition accordingly.”

The inevitable evolution of recruiting: First class recruiting tactics during the talent crunch” will provide HR professionals with the tools they need to adapt and thrive in today’s talent environment. Supported by ADP Canada’s latest Recruitment Guide & Toolkit, the session offers helpful solutions, actionable advice, and real-life best practices to improve efforts to successfully recruit top candidates. 

“We need to treat candidates the same way we treat customers,” she says. “First attracting them with a strong employer brand and then guiding them through a process that reflects the alignment of company and their personal values.”

Competition has gotten tougher. Candidate expectations have changed. So too much the recruiter’s focus, toolkit and practices. Reserve your spot in the session today.

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