Employers must think differently when dealing with potential new hires, according to the vice president of employee engagement at a leading benefits' technology company.
Marcy Klipfel, senior vice president at Des Moines, Iowa-headquartered Businesssolver, said the tight labor market presents a challenge for employers.
"Today, the problem isn’t too many workers who can’t find jobs," Klipfel told HR Daily Wire. "It’s too many jobs that can’t find workers."
Klipfel added, "It’s an employees’ market, and employers must think differently about how they engage prospective hires as well as their current workforce.”
The company is warning that the "same old strategy" will no longer attract new hires, and that firms must engage their own workforces to make sure they retain the best. Klipfel advises companies to take a targeted approach -- similar to sales professionals who create "buyer personas" to help in their work. She said "talent personas” can drive a more meaningful search by outlining the unique qualities needed for different positions.
This benefits candidates by, at an early stage, weeding out prospects who likely wouldn’t work out, Kilipfel said.
Businesssolver has also found the best resource for a company can be its own employees when it comes to hiring. It brings together each new hire class to form a recruitment panel. These relatively new employees are ones who exceeded expectations and can be depended on to refer candidates who would be a good fit for the organization.
Klipfel and her team at Businesssolver also have established a professional development program that is designed for recent college graduates. They rotate through different jobs across the company to find their strengths and interests.
Overall, companies should not be afraid to thinking differently and try new tactics when it comes to the recruiting process, Klipfel said.
At Businessolver, for example, finding professionals who mesh well with the organization’s unique company culture is a high priority, according to Klipfel, who focuses on finding the right person for the organization in addition to the right person for the job.