How to Attract and Engage the Best New Talent in a Tight Labor Market
Joining us for this round table discussion are Joseph Sefcik, Company President; Joe LaTorre, Director of Innovation; Mary Ann Bucklan, Director of Research; and Steve Fehr, Director of Systems Design. Combined, this group has more than 150 years of expertise in employment testing, so this promises to be a robust conversation.
Q: Today’s topic is the tight employment economy. Hiring managers are experiencing frustration with the numbers of candidates who don’t complete the process. One response is to shorten the cycle, sometimes eliminating assessments. What encouragement do you have for today’s HR leaders?
“We have studies that prove that engaging, job-related assessments actually attract top talent. They’ll stay engaged more often when there is job relevance.” Joe L.
“Agree. Integrating job related assessments into a hiring process is actually a sign of a desirable employer. They are demonstrating a commitment to the new hire by making sure there is a match between the individual’s skill set and the position’s requirements. Unique to our assessments, we use the data collected to fast-track onboarding, which we know helps with retention.” Joseph S.
“Remember – the risks of not screening, such as increased errors and higher employee turnover, will always be significantly higher than the cost associated with effective screening.” Steve F.
Q: In response to the pressure of meeting hiring quotas, some managers have said, “Just give me a warm body.” What’s the best way to respond to high stress challenges?
“Have you heard the line, Good enough is neither? Yes, it’s true that candidates have a greater number of employment options and are becoming increasingly savvy and demanding. Make sure you are providing candidates with accurate information about the job, environment, and culture.” Steve F.
“We believe that people are the lifeblood of any business. If this is true for you, too, then we must look for ways to utilize quality not quantity and stay focused on the long haul. Don’t compromise your primary goal: hiring top performers from a qualified candidate pool.” Joseph S.
“The cost of a bad hire remains constant regardless of the economy. Hiring a person that is a bad or even a marginal fit for any role can spread discontent, dampen morale, and cause volatility in the workplace. Good hires aren’t inclined to stay in a volatile workplace.” Joe L.
Q: A common line spoken by new hires within a day or two of a new job is, “This isn’t what I thought the job would be like.” And then they quit. How can HR managers use available technologies to combat this real scenario?
“Our business was founded on the concept that job candidates should have clear expectations and a clear picture of the job they are accepting. This is the reason we introduced realism in employment testing. Our EASy Simulations use augmented reality so candidates can see and test drive the job. This eliminates confusion and ensures the fairest process for all parties.” Joseph S.
“We know that candidates want to know as much as possible about the prospective job so they can make an informed decision. Job previews and simulations meet that need. We also encourage our clients to look for other opportunities to communicate job information through the hiring process.” Mary Ann B.
“Job previews promote transparency about the company’s culture and highlight how each employee can contribute to the overall mission of the organization. Applicants want to know what role they are playing in the bigger picture.” Joe L.
Q: With every challenge comes an opportunity. Can you encourage HR leaders with your personal insights on what can be done in today’s marketplace to ensure that they are making the best hires possible?
“Is your selection process candidate-friendly, and are you providing the information candidates need to engage with your company? To survive the challenges of today’s tight labor market, start by taking a look at how you communicate with candidates. One word can make a difference.” Joseph S.
“This might be a great time to align hiring and onboarding efforts. Our onboarding reports use data collected in the simulation to create a plan for employee development. This tool is a tangible expression of how the new hire is valued by the company, which in turn impacts employee engagement.” Mary Ann B.
“I can’t underscore enough how important it is to communicate the why behind each step in your process. And if you don’t have a why for each step, this is the opportunity to improve. Give yourself the gift of clarity. We’re always happy to have a conversation about other best practices we’ve observed.” Joe L.