By all indications, global unemployment is lower than any point in history, which is good news for bread-winners but not so great when you're hiring.
Given the shortage of talent across most industries, what's the best way to attract and retain good employees? There are multiple standard approaches you could take like offering a higher starting salary, providing a decent benefits package or giving perks like free child-care, meals, and even sleep pods.
For many companies, however, these levers aren't as easily pulled. If you find yourself in that situation, here are three alternatives approaches to help you sell the best version of your company.
Design your recruiting collateral from a marketing perspective.
I've worked with many organizations which have excellent marketing collateral for selling to their customers, but when it comes to presenting themselves to prospective job hunters, they struggle.
Nothing screams cultural disconnect like browsing through an impressive website and social media presence only to find that the careers section has been written by someone from HR or legal.
Write all your recruiting and hiring material, including your job descriptions from the same perspective that you would write your sales & marketing material. In this market, you need that high-performing talent more than they need you and you have to convince them you're the right choice among many.
Always be hiring.
You've probably heard the Glengarry Glen Ross sales credo, ABC - 'Always Be Closing.' Well, today you need to ABH 'Always be hiring.' Most high performers don't wait until they're ready to move on to find a new job, they've usually got one ear to the ground, surveying the landscape and they jump when they see a better offer.
That means that you should have an open recruitment policy. Rather than waiting for the moment where you need to fill a new position, you should continuously be accepting resumes, interviewing people and if necessary, finding roles for new talent before you're ready.
Breathe life into the hiring process.
How many jobs have you applied for where the hiring process goes like this: Submit application - have initial phone interview - have slightly longer in-person interview - get an offer.
When you're competing for talent with every other firm in your industry and beyond, the recruitment process is one of the few differentiators you can control. Instead of following the standard flow, why not try something different?
Meet at a coffee shop for your first interview rather than over the phone. Conduct panel interviews over lunch with your team rather than in the office. Try to inject pieces of your company culture at every juncture.
Most of all, use every opportunity you have to sell the vision of your organization and where you're going. There are few things that compel high performers to sign on the dotted line than the belief that what they're doing will add up to something greater than themselves.