10 Key Takeaways from the SHRM Talent Conference & Expo 2023: What’s New in Recruiting?
Hey there, recruitment pros! If you missed the SHRM Talent Conference & Expo 2023 in Orlando, don’t worry. We’ve got the highlights right here! The recruiting trends panel, led by Tony Lee from SHRM, had some insightful discussions on hiring in today’s tight labor market. From using the latest tech to connecting with Generation Z, here’s a quick rundown of what you need to know.
1. Embrace New Tools and Methods
If you’re still using old-school recruiting methods, it’s time for a refresh. Rose Ann Garza from Kerbey Lane Café shared that using QR codes, text-based outreach, and AI for job descriptions can make a big difference. “We’re meeting candidates where they are,” she said. “We’ve even started using TikTok and Instagram for job ads!”
2. Attract Generation Z
With Generation Z soon to make up 30% of the workforce, Chelsea C. Williams from Reimagine Talent Co. emphasized the need to understand their unique values. Set up focus groups with your Gen Z employees to get their honest feedback about your company. Also, don’t forget to review your benefits and policies to ensure they resonate with younger talent. Heather Deyrieux from Sarasota County Government added that sometimes unexpected perks, like cellphone stipends, can really grab their attention.
3. Craft a Compelling Story
Hiring is about more than just filling a role; it’s about telling a story. Deyrieux suggested creating content that showcases your company’s culture and impact. “Make sure your job postings make candidates think, ‘Wow, that looks exciting!’” And don’t stress about high production values. Lee shared that videos made by enthusiastic employees on their cellphones can be just as effective.
4. Re-evaluate Compensation and Benefits
In a competitive market, authenticity and transparency are key. Garza mentioned that Kerbey Lane Café can’t compete on salary alone, so they focus on what makes them special. “We’ve added a mentorship program that’s so popular, it has a waiting list,” she said. Investing in your employees shows you value them.
5. Support Your Hiring Managers
Building a strong relationship between hiring managers and recruiters is crucial. Williams suggested creating a resource library or holding roundtable training sessions. “Great hiring managers can be ambassadors for others,” she said. Find ways to replicate their success with newer managers.
6. Rethink Education and Experience Requirements
Deyrieux encouraged re-evaluating job qualifications. “Do you really need a four-year degree or five years of experience? Focus on whether candidates can do the job,” she advised. Kerbey Lane Café, for instance, doesn’t require high school diplomas, focusing instead on skills and attitude.
7. Partner for Diversity Recruiting
Looking to boost your diversity efforts? Williams recommended partnering with schools, nonprofits, and professional associations. “These partnerships require time and investment,” she noted. Get to know the organizations you’re partnering with and consider what works best for your needs.
8. Tap into Untapped Talent
Sarasota County is working with the Florida Department of Corrections to recruit individuals about to be released from incarceration. Deyrieux shared that their first candidate is set to start soon, and they’re excited about the potential. The panel also highlighted the importance of considering veterans, military spouses, and people with disabilities.
9. Maximize Employee Referrals
Employee referrals are a tried-and-true method. Garza mentioned spreading referral bonuses across several payouts to keep new hires engaged. Deyrieux added that Sarasota County’s referral program includes sign-on bonuses for both new hires and referrers.
10. Build Alumni Networks and Rehire Former Employees
When someone leaves, don’t just say goodbye. Lee recommended staying in touch and letting them know they’re welcome back. Garza mentioned that Kerbey Lane Café actively considers former employees for new positions. “We’ve had five ‘boomerangs’ come back this year,” she said.
By keeping in touch with former employees and building an alumni network, you increase the chances they’ll return or recommend others.
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