It’s hard to come up with any life areas that the pandemic did not disrupt in one way or another. The covid has changed the way we commute, eat, buy, relax and work. It has changed our relationships, goals, priorities and values. It has also shaped the job market, and that’s why the companies should invest in their recruitment processes with different tools.
Duunitori’s tracking of the job market statistics show, that the decline of job positions was at its lowest point in April 2020, when there were 40 % less positions than in April 2019. This statistic finally took a turn in December 2020 especially in the fields of education, IT and transport. On the other hand, the number of positions in the fields of hospitability, construction and healthcare kept declining, and there were less jobs available than in December 2019.
5 recruitment tools for success
In the Helsinki area in specific fields, it has been a strongly employee-led market for some time now, which means that there is strong competition for getting the best talents. A person who is applying for a job during pandemic, has more free time and better tech support to find job opportunities. Also, when working remotely, the work community might be seen as less engaging. We at Operaria have listed 5 tips for you to help you give your company some competitive edge, when it comes to finding the best talents. Boost your search for the next talents with these recruiting tools:
The brand supporting the recruitment
Developing and communicating about the employer’s brand improves the chances of matching the company values with the candidates’ values, as well as engaging them with the goals of the company. The word “brand” might sound like some marketing jargon, but simply put it means the personality of the company. The brand of the employer answers the question: if the company was a person, who would they be? Usually, the candidate focuses first on the companies that match their persona, and this is when the clarity of the employer branding comes in handy. Some helpful ways to bring out the brand are the About us-page on the website, social media, articles and involving the employees. For example, you can let your employees create content for the company’s social media channels, if they are up for it.
Increasing the exposure of the job advertisement
In the recruitment process, the candidate applies for the job only after seeing the job ad. (Exception: headhunting, more about this later). Conventionally, the exposure of job ads has relied on a large distribution, but now with modern technology, data and analytics, recruitment has become a whole other ball game. By investing in applicant tracking systems, one can easily track where the applicant found the information about the available position. We at Operaria invest in creating exposure fot the right target group. Our newest consultant, Anu Susi, is a marketing expert. She has expertise in digital marketing, online advertising, SEO and marketing automatization. With her help we can create even more efficient job ads and campaigns for the exactly right target groups. In addition to this, we are focusing more and more on the content of the job ad texts, marketing communications and brand management.
Optimizing the candidate experience
By optimizing the candidate experience you can stand out in a positive light in comparison to your competitors. The experience starts with reading the ad and how easy it is to apply. As a whole, it also includes responding to informational needs, candidate communication, interviews and aptitude tests. By offering the candidate a positive experience, you engage them with your company and the position, even if in the end would not be the one to fill it. Here at Operaria we invest in a friendly and smooth candidate experience at every part of the process, for example we can guarantee the same contact person to stay with you the whole process.
Said about Operaria’s process:
”A Candidate who applied for the position but did not get the job praised Operaria’s recruitment process.”
B2B Sales Manager, Easypark Finland
Headhunting and hybrid recruitment
Mid-level, management and expert level recruitments can be done by headhunting, meaning that the potential candidates are scouted without posting the position publicly. This way you can reach the so-called passive candidates, especially in the fields that have a shortage of employees. In headhunting the deep-level knowledge of the competence needed in that specific field and having a large network becomes crucial. We at Operaria use headhunting as one of the tools to get better results in recruiting. To find the best candidates for the positions that are hard to fill, we use headhunting in addition to the conventional job advertising. This kind of process is called hybrid recruitment.
Act fast with the talents!
When you find the right person, do not wait with the decision making or signing a contract. In the fields with a shortage of good employees, the candidate can easily have multiple job offers at the same time. The candidate might have you as their first choice, but taking too much time with the decision making can drive them into accepting another job offer.
Finding the right person for the position might seem like a big and tiring process, but it is worth investing in. When you boost your company’s recruitment practices with these tools, you ensure the smoothness of the process and avoid hiring the wrong person. Mistakes in recruiting can be costly and take away resources from you and your employees. You can ask us at Operaria for help with the recruitment processes in your company, so that you can focus on your main tasks. Tell us about your needs!
