Organizations are Responding to the Demand for Top Talent
With fewer workers actively seeking new job opportunities, our clients have recognized that talent is in high demand. Here are some of the ways they're reacting: Speeding up the interview process - Top candidates have many options available to them, so organizations are finding they need to move faster in the interview process to prevent talent from going elsewhere. A job search that might have taken three months a few years ago might now be slashed to just five or six weeks. Make hiring a priority and move quickly on decisions. Increasing compensation - Salary might not be the main reason employees switch jobs, but it certainly plays an important role. Clients are considering spending more to attract top talent - while coming in with a strong offer from the start. Also consider adding monetary incentives like increased performance based variable compensation Creating new openings for talent - Recently, we identified two very qualified candidates for a job opening. Our client recognized the talent and value each could bring to their organization and created an opportunity to bring in both candidates in order to grow the business. Do what you can to lock in superb talent when you find it. Offering competitive benefits - Benefits can be even more important than salary for recruiting and retaining employees. Keep in mind, though, that it doesn't necessarily take a big budget to offer competitive benefits. Employees are increasingly interested in flexible schedules and the ability to give back to the community, so find out what your workers care about most and start there. Strengthening their employer brand - Before you can recruit top talent, you need to understand why the best leaders would want to work for your organization. Talk to your employees to get their perspective and then be prepared to articulate your employer brand in your job posting, website, advertising, and more. Also, don't underestimate the importance of an organized and positive interview experience. When talent is tight, it's more important than ever for organizations to be proactive, flexible, and responsive. Top talent has options - so do what you can to ensure you are a candidate's first choice. Julie George specializes in leading Gilman Partners' manufacturing, operations, engineering and administrative searches. Julie has been with the firm for more than 20 years, and has built many long-standing relationships with manufacturing companies in the Greater Cincinnati area. A particular specialty is helping executives in some of the largest companies in the Greater Cincinnati area fill critical Executive Assistant roles. Julie received her B.S. in Organizational Behavior and Human Resources from Miami University.
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