Today, many companies are dealing with recruitment woes unlike anything they’ve seen previously. Connecting with top talent is increasingly difficult, leaving many organizations short-handed. However, that doesn’t mean finding the candidates you need is impossible. Instead, adapting your hiring strategy to the new talent market may be enough to get you back on target.

Ultimately, the candidate landscape has changed substantially since the onset of the pandemic. Since job seekers’ perspectives on employers and work are vastly different, an updated approach to recruitment is a necessity. If you want to make 2022 your best year yet, here are four tips for adapting your hiring strategy to the new talent market.

How to Adapt Your Hiring Strategy

1. Streamline Your Application Process

Asking candidates to complete a lengthy, multi-page application process is going to cost you candidates. If your application asks job seekers to upload a resume and fill out their job history in an application, answer a series of essay questions, complete a personality assessment, or take similar cumbersome steps, top talent will often abandon their application out of frustration.

If you want to attract more candidates, then streamline your application process. Let job seekers throw their hats in the ring with little more than a resume and cover letter. That way, the initial step is quick, increasing the odds that they’ll complete it.

2. Focus on Potential and Personality Over Hard Skills

While it’s certainly reasonable to ensure that any candidate you pursue brings a certain level of technical prowess to the table, don’t concentrate your hiring process on hard skills candidates don’t legitimately need on day one. Instead, focus on their potential and personality.

Often, hard skills are relatively easy to teach as long as a candidate has a reasonable foundation based on the role and the right attitude. However, correcting personality clashes or overcoming negative mindsets can be shockingly difficult, especially if the job seeker has no interest in growth.

By focusing on potential and personality, you can find candidates that you can mold into your ideal employee. Plus, they’ll elevate your company culture, making it a more attractive option to other candidates down the line.

3. Showcase Your Employer Value Proposition

If you want to attract top talent, your job ads can’t just discuss the company’s needs; it needs to address what your company can do for the candidates, too. Make sure you present a well-defined employer value proposition in your vacancy announcements. That way, candidates know precisely what they’ll get in return for their hard work and skillset, making the job opening more intriguing.

4. List Salary Ranges

When it comes to a common frustration that candidates experience, a lack of pay-related information in job ads is a big one. Most professionals want to ensure that they only apply to jobs that they’d reasonably be able to take. Since pay rates are a huge part of the equation, not seeing a range in a job ad makes it hard for them to determine if a role may be a good fit. As a result, some will choose to bypass the opportunity instead of spending time applying for a job that may be unable to meet their needs.

If you want to connect with candidates quickly, be open about your salary ranges. In the end, the approach is a win-win. Job seekers know the compensation they could receive, and employers know that anyone who applies is comfortable with an amount in that window, increasing the odds that the selected candidate will accept an offer when it’s time.

Need Help Hiring?

Ultimately, each of the tips above can help you update your hiring strategy for 2022. If you’d like more hiring help, the team at TempStaff can help. Contact us today.