HR Matters: How hiring managers can survive the talent shortage crisis of 2019

Utah is in a talent crisis. With job growth at an all-time high and unemployment at a record low, the ability to recruit and hire skilled talent is by far the biggest challenge facing businesses, especially along the Wasatch Front.

This means recruiting and hiring methods must be strategic, smart, thorough and well-executed in order to win the attention and interest of candidates. As a seasoned recruiter for a leading professional staffing firm, I can give you some clear insight into what it takes to successfully attract, recruit and hire top performers. 

First, let’s define who these elite professionals are. They are the game-changers. These are the individuals who join an organization and make a measurable impact from DayOne. They don’t just add value to the company; they create opportunity that stimulates growth and bottom-line results. They are what I call “next-level talent,” and the companies that employ them are seeing a significant return on their talent investment.

Next, let’s address how to go after that highly sought-after talent with an intentional, targeted recruiting effort. Easily said, not so easily done as there are many considerations in the recruiting and hiring process that impact outcomes. For example, when you are evaluating a potential hire, which factor trumps — talent or passion? I can tell you this: There are plenty of talented people out there, but when you find someone who is zealous about what they do and why they do it, pay attention. I often tell my clients, “Hire for passion; the talent will follow.”

Regarding that targeted effort, here are five ways you can effectively boost your recruiting and hiring results:

1. Align the hiring manager’s goals with HR’s recruiting efforts. Too often, there is lack of understanding about the hard and soft skills required to succeed in the role, leading to wasted recruiting efforts and unqualified candidates. The best way to avoid this problem is to establish a recruiting process that puts the hiring manager and HR on the same page. An initial meeting between the two parties to discuss the ideal candidate, the critical success factors for the job, industry jargon or other unknowns will pave the way to a more effective recruiting process and higher-quality candidates. In addition, early and regular reviews will keep all on track.

2. Create a culture that attracts top players and be sure your job description embodies it. In the latest Emerging Workforce Study, 78 percent of workers said their personal connection with a company’s culture and values will determine whether or not they accept a job. This means you need to tell your company story. Treat your job descriptions like a strategic sales tool where you can promote your culture and depict the mission, vision and values of your company.

3. Build a positive online reputation that attracts top performers. Research reveals 65 percent of professionals believe a company’s online reputation is equally as important as the offer they are given. I’d say that’s pretty significant. And, hiding behind beautiful branding and glossy images of what you want candidates to believe simply won’t work. Explore your online reputation and if things are not good, put a plan in place to begin addressing the issues impacting your recruiting results.

4. Don’t forget about the passive candidate. I make a living recruiting top-tier talent, and the majority of them are passive candidates. Most of them are gainfully employed, fully engaged and contributing at a high level — and they have the skills sets companies want. These are the kind of professionals you should pursue.

5. Make sure your salaries are on target with what the market demands. Money is the No. 1 motivator in workers’ employment decisions. That’s not all. Pay has the power to impact every part of the employment lifecycle, from attracting and recruiting candidates to hiring, engaging and retaining top talent. Confirm your pay scales are up to par with what the market demands. If you discover your salary ranges fall short, take immediate action to ensure you are not inadvertently turning away top performers.

While this is not an exhaustive list, it hits on the biggest areas impacting the recruiting process today. In the midst of one of the toughest talent markets we’ve seen, employers must be vigilant in their efforts to effectively recruit, hire and retain top performers. 

Jon Eborn is a business consultant; executive recruiting and placement specialist; talent scout; and a workforce, marketing and compliance expert at Spherion Staffing, where he consults C-level management on intentional culture creation and maintenance.