The pandemic has irrevocably shaped the world of work. Employers and candidates have different demands than before, and the hiring pace is quickening. After a lethargic 2020, with some companies freezing hiring and laying off or furloughing a large amount of their team, 2021 has been a complete reversal: a hiring bonanza. Recruiting in 2021 is torrid, don’t get burned with bad recruiting practices.
2021 Recruiting Firsts from an Expert
As an expert in talent acquisition, this year’s recruiting season has brought some first-time experiences.
- Recruiting three c-suite positions for three different firms in three different time zones. All closed on the same day: August 13.
- Building an entire distribution team: Head of Distribution and National Accounts, six External Wholesalers, and three Internal Wholesalers.
These massive hiring moves indicate a global need for experienced, elite talent at various organizational levels. And, notably, a shortage of c-suite executives. The international labor shortage is hitting the c-suite too, and without recruiters with a curated and extensive network, finding top talent is a struggle.
What’s Changed for Recruiting in 2021
Executives and business owners: here’s what hits different about recruiting in 2021. Take some notes.
Bring the Base
Base salary is more important to today’s candidates than it was a decade ago. Perhaps people are less driven by variable compensation or less trusting of the future payoff, but today’s candidates seem far more motivated by base salary than ever before. This is especially true in positions that are at lower levels on the organizational chart.
Get Ready to Compete
After a year of layoffs and hiring freezes, everyone is adding to their team. Expect candidates to come in with counteroffers and competing offers in their back pocket. Offers need to be strong to win in today’s marketplace. Once again: come in strong with the base salary.
Due to a great demand for talent, the hiring pace moves fast. Don’t let candidates slip away with inefficient hiring processes: too many interviews, unproductive screening processes, and time wasted with inexperienced prospects. The phrase “Time Kills All Deals” is especially true today. Move with purpose.
Recruiting In > Screening Out
Hiring managers who prepare for the interview and know a candidate’s background before the interview fare way better in this competitive landscape than those who read the resume as they go or ask the candidate to walk them through their work history. The feedback I get is night and day. Candidates have options; they want to feel that you are recruiting them in versus screening them out. Being familiar with a candidate before the interview leads to more substantive, productive exchanges and helps you nail down the perfect hire.
Refining and Retaining Recruits
Don’t let experience be the only demand of your talent: grooming new talent is essential. Young, eager applicants learn quickly and bring a fresh, tech-literate perspective to business, especially for those lagging behind perpetually evolving tech trends. Training young talent can have serious payoffs too:
- Cultivate an ideal corporate culture.
- Stoke their ambitions to grow your business.
- Earn their loyalty.
Recruiting in this fast-paced, candidate-centric environment is challenging. Lean on the expertise of recruiters with access to top talent. At GRN, we connect clients with the talent they can’t find alone. Contact us today and get ahead of the game.