ALC - CareerArc blog

In the world of a recruiter or HR manager, talent is everything. Sure, there may be other aspects to the job, but if they aren’t leading to quality candidates-turned-new hires, these efforts are ultimately all for naught. At the core, people are what keeps a company growing and moving forward, so one of the most important things you can do in talent acquisition is create a recruitment marketing plan that equips it for today’s challenges and tomorrow’s opportunities.

Today’s competitive  business environment is always changing and evolving, so company culture also must also change and evolve to keep pace and stay competitive. In our recent #TalkHR webinar, “2020 Work Culture: How HR Leaders Can Direct and Design the Futures of Our Work,” NOBL’s chief research officer Paula Cizek shared useful strategies to help companies define their work culture today so that they can identify what could or should change in the years ahead. 

Employee turnover costs a company time and money. In fact, a recent Gallup report estimated that millennial turnover, alone, costs the US economy about $30.5 billion a year. Not only can high employee exit rates end up hurting a business’ bottom line, but it can also wreak havoc on a tactical level. Increased turnover can negatively impact workload and production schedules. Plus, team morale can take a hit. 

We all know that when it comes to sourcing and recruiting top talent, it’s tough to compete in today’s job market. Not only are job seekers looking for fulfilling positions, but they are also looking for a company that has ideals that align to their own personal values. They’ll also likely look for long-term growth opportunities and employee benefits that are anything but standard.

Sourcing quality candidates is a huge piece of the employee staffing puzzle. So it’s fitting that there are many ways to go about finding the right person for open roles. Social recruiting, job board outreach, reviewing applications, and networking events are just some of the ways to go about finding external candidates. But looking inward is another way to bulk up your hiring efforts. Now we’re not just talking about internal promotions, but also about leveraging your existing talent in another way. Your employees’ personal connections can make for a great resource.

Finding the right fit for an open role can be a real challenge in today’s job market. Companies are struggling with high turnover and niche positions are requiring more specialized skillsets. Not to mention, companies are investing more than ever in their employer brand, which only increases the level of competition for quality candidates. It’s undeniable—hiring is a complicated process that requires a fluid, ever-evolving strategy. 

When a candidate turns down an offer or leaves their role prematurely, it’s easy to point the finger. Perhaps the candidate-in-question was just using your company’s offer to get a pay increase at their current company. Or maybe the team that they were hired onto did a poor job at training them for their new responsibilities.