<p>A new era of work is upon us and businesses and employees alike have been making changes to adapt to this <a rel="noreferrer noopener" target="_blank" href="https://www.trueprofile.io/partner/resources/new-normal-offers-new-talent-to-the-gcc">new normal</a>. With change comes continuous change and ‘<a href="https://www.trueprofile.io/partner/resources/how-employers-can-get-ahead-of-the-great-resignation">The Great Resignation</a>’ is a testament to that. This means that employees are resigning from their jobs in droves and that fresh and eager talent is ready to be recruited and hired. </p>
<p>New recruitment strategies have come to the fore, triggered by a pandemic that led many industries to diversify how and where their employees work. Specific sectors, like healthcare, have seen some incredible lows, with a predicted shortage of <a target="_blank" href="https://www.theguardian.com/society/2018/nov/15/nhs-could-be-short-of-350000-staff-by-2030" rel="noreferrer noopener">350,000 healthcare workers in the UK by 2030</a> and a <a target="_blank" href="https://www.who.int/news/item/05-05-2021-new-report-sounds-the-alarm-on-global-shortage-of-900-000-midwives" rel="noreferrer noopener">current shortage of 900,000 midwives globally</a>. However, the current approach in recruitment has shifted to a need for updated recruitment strategies to keep up with our rapidly evolving world. Businesses, employers, recruiters and HR professionals need to be agile and proactive to react, and preferably foresee, the challenges tomorrow will bring. </p>
<p>It’s time to be future-focused and future-proof your organization with these 4 recruitment strategies:</p>
<h2>1. Sourcing Talent</h2>
<p>The remote working environment has opened even more doors for recruiters to source talent from further afield. Global candidates can be reached online <a rel="noreferrer noopener" target="_blank" href="https://lp.trueprofile.io/recruit-medical-staff-free-trial/">via pools of pre-verified talent, </a>where recruiters can find specific skills or niche specialties to fill their staff shortage. Don’t limit the potential you can tap into or that you will benefit most from by only sourcing locally or via ‘traditional’ methods. For remote roles, employers can hire talent quickly to react quickly to trends and challenges. Are your current sourcing strategies limiting your access to people with the necessary skills?</p>
<h2>2. Skills</h2>
<p>As the world becomes increasingly digital, certain skills outdate, become irrelevant or are overtaken by technological updates. Desirable skills, once required for a particular job function, may no longer be necessary. Recruiters have begun placing more importance on soft skills like ‘enthusiasm to learn, willingness to grow, self-motivation, team player and an agile approach to tasks.’ </p>
<p>While experience and credentials are essential, particularly for areas of expertise, good practice and safety, soft skills are increasingly in demand because recruiters see the need to hire employees for the potential they can contribute to the organization. </p>
<p>In addition to hiring for soft skills, your candidates need to know that there are opportunities for them to grow, learn and upskill. Many professionals proactively take online courses, but employers should also give their employees the same options, proving a powerful retention tool. Is there a budget for individual professional development? Have you partnered with a course provider to deliver relevant courses to your workforce?</p>
<figure class="wp-block-image size-large"><img decoding="async" loading="lazy" width="1024" height="535" src="https://production-prod-trueprofile-blogassets-origin.s3.ap-southeast-1.amazonaws.com/uploads/2021/07/shutterstock_1840687675-1024x535.jpg" alt="grow, learn and upskill" class="wp-image-12071" srcset="https://production-prod-trueprofile-blogassets-origin.s3.ap-southeast-1.amazonaws.com/uploads/2021/07/shutterstock_1840687675-1024x535.jpg 1024w, https://production-prod-trueprofile-blogassets-origin.s3.ap-southeast-1.amazonaws.com/uploads/2021/07/shutterstock_1840687675-300x157.jpg 300w, https://production-prod-trueprofile-blogassets-origin.s3.ap-southeast-1.amazonaws.com/uploads/2021/07/shutterstock_1840687675-768x401.jpg 768w, https://production-prod-trueprofile-blogassets-origin.s3.ap-southeast-1.amazonaws.com/uploads/2021/07/shutterstock_1840687675.jpg 1200w" sizes="(max-width: 1024px) 100vw, 1024px" /><figcaption>In addition to hiring for soft skills, your candidates need to know that there are opportunities for them to grow, learn and upskill</figcaption></figure>
<h2>3. Technology</h2>
<p><a target="_blank" href="https://www.trueprofile.io/partner/resources/press-release-employment-fraud-rates-increased-30-throughout-pandemic" rel="noreferrer noopener">Employment certificate fraud rates increased by nearly 30% </a>throughout the pandemic. This alarming figure confirms the urgent need for organizations to properly vet the job candidates to ensure they genuinely have the qualifications they claim to have in the application stage. The pandemic created a breeding ground for <a target="_blank" href="https://www.trueprofile.io/partner/resources/diploma-mills-a-concern-for-employers" rel="noreferrer noopener">diploma mills</a>, unregulated ‘academic institutions’, to award those who paid fake credentials. Hiring unqualified candidates with fraudulent qualifications, particularly within high-risk industries, can literally be the difference between life and death, so it’s critical to protect your company, staff, patients, clients, or customers with solid <a target="_blank" href="https://www.trueprofile.io/partner/resources/identity-fraud-verifying-candidates-when-hiring-remotely" rel="noreferrer noopener">verification processes</a> before fraudsters weed their way through your talent pipeline and into your company. </p>
<p>Recruiters can also <a target="_blank" href="https://www.trueprofile.io/partner/resources/6-ways-for-recruiters-to-improve-their-data-security" rel="noreferrer noopener">improve their data security</a> so that applicants and candidates know that their data is protected and stored securely. A data protection strategy can evade harmful cyber threats, security risks, sensitive information leaks and data misuse. Blockchain, an innovative technology, is a secure way to improve data security and data collection processes. Treat your applicant’s sensitive information just as if it were your own. </p>
<h2>4. Listening to Employees and Candidates</h2>
<p>Every organization wants to be the employer of choice and to relish in that reputation. Companies that have yet to achieve this status need to take a step back and analyze why they’re not an employer of choice. Are you giving employees what they want and, most importantly, need? Can you offer candidates a work-life balance and a competitive salary? If not, why not and how can you compensate elsewhere? If yes, will this job improve the life of a candidate, both personally and professionally? An <a target="_blank" href="https://www.ibm.com/thought-leadership/institute-business-value/report/employee-expectations-2021" rel="noreferrer noopener">IBM survey</a> asked employees what they want from their employer and <strong>51% placed work-life balance as their top demand. </strong>Employee expectations and needs clearly extend well beyond compensation. <strong> </strong></p>
<p>If you can understand exactly what your candidates and employees need, you’ll attract suitable candidates and retain the perfect employees. It’s time to define candidate and employee needs, align them with your organization and set sail for the future. </p>
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