Recruiting Trends By Zoe

 

So what are the hottest topics in the recruiting industry? From social impact, social media and remote work, Zoe spills the deets!

 

Recruiting Trends: Social Impact – What are you doing beyond business as usual?

It’s not just about creating a mission statement or having an office recycling program and “calling it good” anymore. Social impact goes beyond that. Particularly for Millennials and Gen Z, employees crave a re-examination of every facet of how you’re currently doing business and how your organization plans to take action on areas that need improvement. For example, if you’re a manufacturer, how do you plan on going carbon neutral and paying livable wages? We are in the age of “information at our fingertips” and candidates will be examining your company on multiple levels; IE beyond the job itself, is this an organization I can truly stand behind?  There are also positive benefits that directly impact employees such as improved retention, a sense of identity with the business they work for, higher employee engagement, and increased creativity. Yes, these can be big initiatives to take on but the process of implementing these can be just as impactful. Often, it’s as simple as forming a diverse committee of employees that can help in laying the groundwork for those bigger steps. And, every step towards social impact is a step in the right direction!

 

Recruiting Trends: Social Media – Are you present and active on social media?

At this point we’ve all seen The Social Dilemma and vowed to delete our presence off the internet and/or check ourselves into rehab, but let’s not jump to conclusions! It’s likely that social media platforms such as Instagram,  Facebook, or Twitter will be one of the first places a candidate will engage with a company and staying active is an easy way to genuinely display the company culture that you’ve worked so hard on creating, as well as round out the overall experience from a candidate’s perspective. Social media provides us with a great way to tell our stories and from a company perspective, it’s smart to have a comprehensive strategy that weaves your brand into your social channels as well. Plus, Gen Z is quickly coming into the workforce and they continue to be incredibly active and engaged on a wide variety of platforms. So yes, TikTok could very well be in your future.

 

Remote work beyond the pandemic

If the option to work remotely wasn’t front-of-mind for employer’s pre-pandemic, it certainly should be on all of our radars now. In the past, it’s safe to say there was fear from many organizations about employees working remotely. However, since most of us were quickly forced into a remote situation in the Spring, we’re all seeing that it is, and can be very successful (with a few bumps along the way)! From a candidate’s perspective, we’ve seen a major shift and interest around potential employer’s options for remote work now, and beyond the pandemic. Taking time to figure out a strategy around where your company will stand post-pandemic – whether that be fully remote or a flexible, hybrid option – will absolutely be key in attracting and retaining top-talent. And, from what we’ve seen—those offices willing (and able) to embrace the hybrid model (on-site and remote flexibility) are most attractive to potential candidates.

 

Diversity and Inclusion

 

COVID-19 and the current state of the country have, for good reason, pushed companies across the board to re-examine and re-engage around diversity, equity, and inclusion. In many ways, it’s forced companies to examine what it currently means within their walls, and how to internally and externally advance inclusivity moving forward. It goes without saying that this is incredibly tough and vulnerable work but both current employees and job seekers want to know what companies are doing beyond just a PR statement. When a business creates, establishes, and implements a meaningful plan around diversity, equity and inclusion there are direct correlations showing that talent acquisition, employee retention, and overall innovation can be greatly improved. Creating a diverse working group of employees that all share different and unique experiences along with D&I training for employees are great, tangible ways to start.

https://www.glassdoor.com/employers/blog/quita-highsmith-chief-diversity-officer-genentech

https://www.achievers.com/blog/diversity-and-inclusion/

 

There are many resources out there to help with these conversations and trainings. For more help or our recommendations feel free to contact us at hello@routenwtworking.com.