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Rethinking the recruiting process

The world of work is changing. A war for talent has erupted and companies have to fight for the best employees in order to remain competitive. A new buzzword has become established: war for workforce.

But what is that? In today's business world, the battle for talent is tougher than ever. The best employees are in hot demand, and companies have to work hard to attract and retain them. The war for workforce is a reality that affects all businesses, regardless of size or industry.

Rethinking the recruiting process | talentmonkeys

Reasons for the war for workforce

The battle for talent has many causes, but one of the most important is demographic change. The baby boomer generation is retiring while the younger generation, mainly generation Z is entering the labour market. This leads to a shortage of workers in certain industries and regions.

Another important factor is digitalisation. The digital transformation has changed the world of work and made new skills and knowledge necessary. Companies that are not able to prepare their employees for the new requirements will quickly lose out.

To succeed in the war for workforce, companies must strive to create an attractive working environment. This can be achieved by introducing flexible working hours, home working and other amenities that allow employees to balance work and life.

Another important factor is corporate culture. Companies that have a positive and supportive culture are more attractive to employees than companies that have a toxic atmosphere. Fostering a culture of collaboration, respect and innovation can help attract and retain employees.

Changing the recruiting process to “solve” the war for workforce

In the past, it was common to place a job ad and hope that enough applicants would come forward. But in times of the war for workforce, that is no longer enough. It is necessary to strengthen one's own employer brand and approach potential candidates in a targeted manner.

As the world of recruitment evolves, the traditional method of "post and pray" is becoming less effective. This method involves posting a vacancy on various job boards and waiting for the right candidates to apply. While this may have worked in the past, it has several consequences in today's labour market.

One of the most important consequences of the "post and pray" process is the time it takes to find the right candidate. With so many job openings on the internet, it is easy for job seekers to apply for any job that even comes close to matching their qualifications. This means that recruiters have to sift through a large number of CVs to find the right candidate, which can be time-consuming and frustrating.

One way to do this is through active sourcing. This involves actively approaching potential applicants and getting them excited about the company. Social media channels such as LinkedIn offer a good platform for this. The company's own career site should also be optimised to attract applicants.

In summary, the war for workforce requires a rethink in recruiting and the end of "post and pray" in recruitment is a necessary development. Recruiters need to be more proactive in sourcing candidates and use a variety of methods to reach a diverse group of job seekers. This will lead to a more effective and efficient recruitment process and ultimately produce better candidates for the job.

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