How to Play the Talent Game in an Era Where Workers Won’t Stop Quitting
Recruitment is not something that you can look at once and have a size fits all kind of approach – as the market changes, recruitment processes need to change and adapt too, and we can’t keep approaching this in the old-fashioned way.
Businesses need to be creative in the way they attract talent and think of all the processes from the job description stage to the first 3-6 months of induction. It has become so difficult to recruit that some companies are accepting non-performance rather than replacing candidates.
With this in mind, we have put together some strategies to help you overcome the talent shortage, from finding great talent in unexpected places to changing your recruitment strategy for better results.
Six ways to hack the talent shortage
1. Use psychometric testing to assess candidates’ fit for the role
Psychometric testing like the revolutionary neuroscience-backed PRISM BrainMapping tool can help you identify candidates who have the skills, abilities and personality traits that are most important for the job. This can help you make better hiring decisions and ensure that you’re hiring the right people for the right roles.
2. Use a competency-based approach to recruitment
This means focusing on the skills and abilities that are essential for the job rather than just the candidate’s qualifications and experience. This can help you identify candidates who have the potential to be successful in the role, even if they don’t have all the experience that you’re looking for.
3. Redefine quality of hire
This means thinking about what makes a good hire beyond just the candidate’s skills and abilities. It also includes factors such as the candidate’s cultural fit, their ability to learn and grow, and their potential to contribute to the company’s success.
4. Promote diversity and inclusion in recruitment
This means making sure that your recruitment process is fair and equitable for all candidates, regardless of their background or identity. It also means actively seeking out diverse candidates and creating a welcoming and inclusive workplace for everyone.
5. Consider internal candidates first
There may be qualified candidates already within your organisation who are interested in the open role. By considering internal candidates first, you can save time and money on recruiting, and you can also promote employee development and retention.
