如何在2023吸引和保留人才+Always+Be+Recruiting：How+to+Attract,+Engage+and+Retain+Talent+in+2023

Alwaysberecruiting

Howtoattract,engageandretaintalentin2023

ALWAYSBERECRUITING2

Contents

Introduction3

Thecurrentstateofrecruiting5

Retainthegreattalentyouhave6

Youremployeeproposition7

Thejobseekerjourney8

Generalawareness9

Passivesearch10

Activesearch11

Application12

Offer&Onboarding13

waystobuildyourtalentpipeline

4

14

Reachouttoemployees16

ALWAYSBERECRUITING3

96%

Ofthe96%thatexpressedrecruitingconfidence,55%areveryconfident

they’llbeabletomatchthebest

candidatetotheopportunity.

Whybeingproactiveisthe

onlystrategyforsuccess

Goodtalentisgettingharder

andhardertofind,Monster’s

2023FutureofWorksurveyshows–andittakesmorethanevertoattractthestaffyouneed.

Asamildrecessionapproaches,some

USbusinessesaretakingawaitandseeapproach,butstandingstillisn’tastrategyforsurvivalinthewarfortalent.Instead,recruitersmustuseallavailabletools,technologies,andtechniquestocapturecandidates.

Tostayahead,yourbusinessmustalwaysberecruiting.Astrongcandidatepipelinestartsatunderstandingthecandidatejourney.Recruitersneedtohaveaplanforattractingpoisedandpassivecandidates,aswellasengagingthosealreadysearchingfortheirnextjob.

Thinktherecessionwillslowdemand?

Therecruiterswespoketodon’tthinkso.

92%

Oursurveyshowsthat92%ofUScompaniesareplanningtohire:eithertobackfillrolesorfillnewones.

Recruiterconfidenceishigh,butsuchoptimismmaydisappearwhenfaced

withreality.Anecdotesandevidencefromoursurveyshowthatrecruitersfaceahugelychallengingandchangingenvironmentin2023.Jobseekerswantgreaterfreedomonhow,when,andwheretheywork.

They’realsodemandingmoresignificantbenefitsandhigherwages.

Ontheflipside,recruitersfaceagrowingskillsgap,with55%strugglingtofindcandidateswiththeskillstheyneed.

Acrossallindustries,87%ofrecruiters“sometimes”or“veryoften”struggletofillvacanciesbecauseofcandidateskillsgaps.Competitionforhireabletalentwillgettougheroverthenextyear.

ALWAYSBERECRUITING4

andrefinetheirtalentacquisitionstrategies.

Findapartnertoguideyouthroughuncertaintimes.

Withalmostthirtyyearsinbusiness,Monsterhashelpedcompaniesnotonlysurvive,

Herearesomepracticalstepsandlong-termstrategieseveryrecruitercanusetoattractandretaintalentin2023.

butthriveinuncertaineconomictimes.

Ourindustryexpertsareheretoprovide

information,advice,andguidancefrom

thefrontlinetohelpfutureproofyour

recruitmentplans.

Postandprayisnotenough

Traditionally,therecruitmentprocesshasfollowedthesameprocess.Postajobad,reviewapplications,interview,andthenmakeanoffer.

Butsuchasimplestrategy isn’tsuitablefor2023.

Monstercanhelprecruitersreview,refresh,

Usingthelatestdatafromour2023Future

ofWorksurvey,wehighlightkeythemes

andtrendsandexplainwhattheymean

foryourtalentpipeline.

Webreakdownthejobseekerjourney–

identifyingopportunitiesateachstage

toengagewithtalent,buildyourbrand,

andboostapplications.

We’llexplorewaystoretaintheemployeesyou’veworkedhardtoalreadyrecruit.

Finally,we’llidentifysomeMonstersolutionsthatcansupportyouinbuildingyouremployerbrandandcreateacompellingpropositionforexistingandnewemployees.

ALWAYSBERECRUITING5

55%

42%

Thecurrentstateofrecruiting

Recruitingtherightpeoplein2023willbedifficult,sayindustryinsiders.Doingthe

samethingsmeansyou’ll

struggletosurvive.

Companiesareunderpressuretocontinuetodeliverwhilecontrollingcosts.Likewise,recruitersareunderpressuretosecuretalentbutfacelowunemploymentlevelsandanincreasinglyintensebattlefortalent.

Recruiterscanfindthemselvesstuckinsurvivalmodedoingthesamethingsthey’vealwaysdone(andgettingdiminishingreturns).

That’snotastrategyforsuccess.

So,whatcanyoudo?

Hereare5statsthattellthestoryofrecruitmentin2023:

34%

believeincreased

saythey’llstruggle

ofrecruiterssaythe

competitionfor

tofindthecandidates

candidateskillsgap

talentwillmake

withtheskillsthey

hasincreased

recruitingharder.

needin2023.

comparedto2022.

42%

ofrecruitersagreethat

candidates’salary

expectationshave

increasedsignificantly.

25%

wishtheyhadan

HRpartnerthatprovides

afullrangeofsolutions.

ALWAYSBERECRUITING6

1.Retainthegreattalentyouhave

Employeeretentionin3steps

Employeeretentioncanbeoneofthemostsuccessfulstrategiesandwisestinvestmentsabusinesscanmake.Why?Becauseitcostslesstoretainanexistingemployeethanrecruitanewone.Thankfully,thestrategiestoretainemployeesaresimilartothose

you’realreadyusingtoattractnewones.Employeeretentioninvolvesmorethanapatonthebackandasmallpayraise.Youneedtodeveloparetentionprogramthatdemonstratesthatyouvalueemployeesandwillinvestintheirfuture.

2ReferralprogramsReferralprograms,whereemployeesarerewardedforrecommendingcandidates,areincrediblysuccessful.Getitright,andyoucanaccessawealthoftalentfromyournetwork.

•Createacompellingreferralprogramthatrewardsreferrals,

notjustresults

•Makerewardscompellingenoughtoinspireaction

•Keepemployeesinformedofreferralprogress

1Feedbackloop

Stayingintouchmeanskeepingcontrol.Afeedbackloopcreatesacontinuousexchangeofinformationandideasbetweenemployeesandtheorganization.

•Givefrequent,actionableemployeefeedback

•Presentopenopportunitiesacrossthecompany

•Demonstrateyou’relisteningandactingtocreateabetterplacetowork

3SkillsanalysisRecruitingisexpensive,sofirstask:Doyouhavetheskillsin-house(orcouldyoudevelopthem)?

•Understandwhatskillsarealreadyavailableinternallybeforegoingexternally

•Createaskillsdatabase

•Considerinvestingintraininganddevelopmentbeforerecruitment

ALWAYSBERECRUITING7

2.Reviewyouremployervalueproposition–isitrightfor2023?

25%ofrecruiterssaythatdemonstratingthevaluesandcultureofthecompanythey’rehiringforwillbeoneoftheirbiggestchallengesinthecomingyears.

Sowhyareonly11%ofrecruiterscreatinganewemployerbrandingandwebsite?

Candidateswanttoknowmoreaboutapositionthanthestartingsalary,our2023FutureofWorksurveyshows.Understandingthechangingrequirementsofcandidatesiscriticaltodevelopingacompellingvalueproposition.

Isyourvaluepropositionrightfor2023?

WhattheFutureofWorkSurvey2023tellsuscandidateswant:

38%

ofcandidatesexpectmore

thanevertolearnabouta

company’sdiversityand

inclusionefforts.

60%

ofcandidatesareaskingmoreabout

healthcarebenefits.

49%

ofcandidatesexpect

moreflexibilityinwheretheywork.

45%

ofcandidatesexpect

moreflexibilityinwhentheywork.

52%

ofemployeesused

mentalhealthbenefits

moreinthelastfewyears.

ALWAYSBERECRUITING8

3.Engagethroughoutin

thejobseekerjourney

Mostpeopledon’twakeuponedayanddecidetogetanewjob.

Instead,theygothroughaprocessthatwecallthejobseekerjourney.

Wesplitthejobseekerjourneyinto5steps.Understandingwhattheyare,whytheyoccur,

andhowyoucanengagewiththemiscriticaltoattracting,recruiting,andretainingtalent.

Generalawareness

Passivesearch

Activesearch

Application

Offer&Onboarding

HiringOutlook

BacktoJobSeekerJourney

9

Generalawareness

Areyouhappywithyourjob?Ifyou’reanythingliketherestofus,you’llkeepaneyeonthemarketevenifyoufeelcomfortableandcontented.

Whetheryouwantahighersalary,aresearchingforgreaterflexibility,orwantthatpromotion,youneverknowwhensomethingmightgrabyourinterest.

WecallthisstageGeneralAwareness.Itmeanspotentialcandidatesaren’tlookingforajob,butthey’renotclosedentirelytothepotentialofanewposition.

Engagementstrategies

#1Getthewordout

Atthisstage,candidatesareunlikelytobeactivelyseekingoutinformationaboutyourcompany.However,theyareopentolearningaboutgreatbusinessesdoingexcitingthings.

Toptip:applyforlocalandregionalHRawardsthatdemonstratethatyourcompanyisconsideredanemployerofchoice.

#2Staysocial

Brandawarenessiscritical,andsocialmediaisthemosteffectivechannelforreachingthoseyoucouldinfluence.Developasocialstrategythatbuildsapositiveperceptionofyourbrand.

Thisisn’tasocialmediamasterclass,butyoursocialpostsshouldbeamixtureofinformation,sharing,andengagement.Buildingapersonalconnectionmeansusingpersonalstories–socreateemployee-drivencasestudiesandstrongorganizationalstoriestograbattention.

HiringOutlook

BacktoJobSeekerJourney

10

Passivesearch

Atthispoint,thecandidateisopentoopportunitiesbutnotactivelysearching.

Wecallitpassivesearch–andit’sacriticaltimetoengage.Headhuntersspecializeintargetingandtemptingcandidateswhoappearperfectlyhappyintheircurrentrole.

Thereareseveralreasonswhysomeonecouldbefrustratedwiththeircurrentposition,including:

•Limitedjobprogressandinternalcareeradvancement

•Wantingtochangejobtypeorindustry

•Personalcircumstanceshavechanged

•Strugglingwiththeincreasingcostofliving

•Clashbetweencorporatecultureandpersonalvalues

Whetherconsciouslyorsubconsciously,

thedoortochangeisslightlyopen–don’tmisstheopportunity.

Engagementstrategies

#1ReinforceyourbrandCandidatesaren’tapplyingyet,buttheyarelikelytobelookingforcompanieswithasharedculture.

Atthisstage,you’llneedtoensureyourbrandistellingtherightstoryaboutyourbusiness.

Ensureyourcareersiteandcontent:

•Isclearaboutwhoyouare•Isprofessional

•Ismobileoptimized•Showscareerpotential

Reachcandidates

wheretheyare

Whilecandidatesmightbeupdatingtheresume,brushingupontheirskills,andresearchingcompanyreviews,theystillneedhelpseekingoutyourcompanyinsteadofyourcompetitors’.Consideramulti-channelapproachincludingdisplayads,socialplatformsanddiversitynetworkstoreachpassivecandidateswheretheyare.

#2

#3

Empower

networks

Ifsomeoneisunhappywiththeirjob,they’lltelltheirfriendsandcloseprofessionalnetwork.Ensuringyourreferralprogramissimple,streamlined,andoffersenticingrewardsisessential.

Directreferralsareoftenmoreeffectivethanthetraditionalapplication-interview-appointmentroute.Why?Becauseyourexistingstaffisdeliveringgoodqualityleads,withtheprofessionalskillsneededtoperform.

HiringOutlook

11

Talent

pipeline

Wherecanyoufindgreattalent,andwhatdoyouwant?Youneedtoensureyou’readvertisingopportunitiesintherightplaceandofferingthemanattractivepackage.

Candidatesin2023wantmorethanmoney;theywanttoworkforemployerswhosevaluesgenuinelyalignwiththeirs.Reviewandrefreshalljobadsandcontent.Focusonflexibility,gobigonbenefits,shareyourethos,anddefinewhatDE&Imeansforyou.

#1

tocandidatesdirectlythroughtextandemailtoolsbuiltrightintoMonster’suserinterface.

Toattractactivetalent–especiallyGenZ–it’simportanttobeabletoengagefromanywhere.Realtimeinteractionwithlivechatincreasesthenumberofconversationswithpotentialcandidatesandencouragesthemtolearnmoreaboutyouremployerbrand.

#3

Communicationiskeyduringthisphase.Reachout

BacktoJobSeekerJourney

Activesearch

CandidatesareoutthereEngagementstrategies

#2Tapintocandidatesignaling

Acceleratethesearchprocessbyreachingcandidatesbeforecompetitors.Monsterwillletyouknowwhenseekerswerelastactiveontheplatformsoyoucanproactivelyengage.UsinganATS?We’llhelpyouimportcleanandvaluabledatasoyou’rereadytotapintothattalentpoolwhenyouneedto.

andactivelysearchingfor

anewjob.

Somethinghashappenedtothecandidate

totipthemovertheedge.Someofthe

reasonsincludethefollowing:

•Seeingajobadvertisedthattheywanttoapplyfor

•Dissatisfactionwithsalaryorbenefits

•Passedoverforinternalpromotion

•Havingdecidedtoquittheircurrentroleoralreadydoneso

•Havebeenlaidoff

Oncethepersonhasdecidedtoleave,

it’softenonlyamatteroftimebefore

theyfindsomethingnew.

HiringOutlook

BacktoJobSeekerJourney

12

Application

Nowcandidatesareapplyingforjobs,andengagingwithyourbusinessandbrand.Whatfirstimpressionwilltheygetfromyourcareersite?

Candidatesexpecttoeasilyfindinformationaboutyourcultureandvaluesandnavigateandapplyeasilyfrommobiledevicesaswellasdesktop.

Therealityisthatmostcareersitesaren’tfitforpurpose.Isyours?Ifnot,it’stimeforaredesignandareboot.Optimizingyourcareersiteisaneffectiveandhighlysuccessfulstrategytoengageandinspiretalentandencouragethemtoapply.

Engagementstrategies

#1

Improvetheuser

experience

Don’tapproachtheapplication

processasarecruiterbutasa

candidate.Askyourself:

•Howlongdoesittaketoapply?

•Canapplicantsapplyviamobile?

•Howmanystepsareintheprocess,andhowmanyareessential?

•Howlongdoesittakeforapplicationstobereviewedandrespondedto?

Workingthroughyoursiteprovidescriticalinsightsintotheprocessandwillidentifyissuesyoucanandmustfix.

#2

Buildapersonal

valueproposition

Candidateswanttoworkfor

organizationsthatsharetheir

values,delivertheflexibilityand

benefitstheyexpect,and(yes)

payacompetitivesalary.

Yourcareersitemustcreateacompellingvalueproposition,includinginformationonthefollowing:

•Companyculture

•Workingenvironment

•Yourethicsandcommitmenttoequalityanddiversity

•Benefits(notjustsalaryandholidayentitlement)

•Careerprogressionplansandtrainingopportunities

HiringOutlook

#3Sayitandwriteit

Formalizeyourjobofferinwriting.Alongsideagreeingonthestartingsalary,includeadditionaldetailssuchasjobtitle,jobresponsibilities,location,benefits,andflexibleworkingoptions.Neverimplymorethanyoucandeliver.

Ifyoudon’treceiveapositiveresponse,trytounderstandwhy.Ultimately,you’llneedtodecidewhentopersistorwalkaway.Alwaysrememberthatyourtimeisvaluable,andyoudeserverespect.

#4Knowwhentostop

Noteverycandidateisgoingtoacceptyouroffer.Somecandidatesmayusetacticstotryanddriveabetteroffer.

BacktoJobSeekerJourney

13

Offer&Onboarding

Hooray!Yourchosen

candidatehasaccepted

youroffer.

Itmayfeellikeyouhavedonethehardworkatthisstage,buttheofferandonboardingphasecanoftenbethemostcomplexandfrustrating.

Now,youmustconductsalaryandbenefitnegotiations,agreeingonapackageacceptabletoboth.Youmayneedtoexplaincareerprogressionopportunities,flexibleworkingpolicies,andDE&Isupport.

Yourcandidatewillgaininsightintohowyourorganizationoperates,somakesurethefirstimpressionisgood.

Engagementstrategies

Actquicklyand

beenthusiastic!

Aspeedyjobofferdemonstratesdecisiveness.Itshowsyouthinkquicklyandrespectthecandidate’stime.

#1

Becompetitive

andcreative

Anyofferyoumakeshouldbefairtothecandidateandinlinewiththestandardsofyourindustryandyourcompany.Someemployersmaystruggleonsalary,sogobigonbenefitssuchasfinancialincentives,includingstockoptions,profitsharingandperformance-relatedbonuses.Offeringflexibilityinwhenandwherecandidatesworkcanbeattractive.

#2

ALWAYSBERECRUITING14

4waystobuildyourtalentpipeline

Youneedtoengagewithtalent

wheneverandwhereveryoucanfindit–

online,offline,in-personorremotely.

#1Getsocial

Toengageandattracttalent,weneedtouseallchannelstocreateconnections,whichmeansgettingsocial.Twitter,FacebookandInstagramareopportunitiestopromoteroles.

AccordingtoGlassdoor,

79%ofjobseekersusesocialmediaintheirresearch.

Ifyou’renotadvertisingonlineandgetting

seriousaboutsocialmedia,you’re

ignoringapplicantsfromeverygeneration.

Monster’sS

ocialJobAd

solutionsarea

simplewaytoaddsocialpromotionto

youradvertstoboostresponse.

79%

Youmustcreateacompellingpropositionthatappeals

tojobseekersateverystageofthejobseekerjourney.

Herearefourthingseveryrecruiterandorganization

candotoboosttheirtalentpipeline:

Accessnetworks

Haveyoueverfeltlikeacompany’sadswerefollowingyouonline?It’scalledretargetingandcan

increaseCTRbyanincredible180%.

Recruitersdon’thavethetimeorscaletoestablishadvertisingnetworks,butatMonster,wedo.

TheMonsterAudience

Network

canplaceyourjobpostingsonwebsiteswherethoseinterestedarelikelytoseethem.

Weuseonlineadvertisingstrategiesintelligently,offeringopportunitiestothosesearchingforthemwithoutintrudingontheirprivacy.

#2

ALWAYSBERECRUITING15

Majoronmobile

completedonamobiledevice.

Butarejobseekersabletofindopportunitiesonline?Couldjobseekerseasilyapplyusingyourwebsite?

Allrecruitersmustensureit’ssimpleandsmoothtoapplyonlineonamobileortablet.

70%20%,jdcnswere

#4

Jobpostingbestpractice

Aneffectivejobadneedstobemorethanjustalistofwhat

youneed.

Inthisvideo

we’ll

showyouhowtopostthemost

effectiveJobAdsonMonster

andsomeusefulfeatureswe

haveavailableontheplatform.

WatchVideo

4waystobuildyourtalentpipeline

Buildanemployerbrand(andoptimizeyoursite)

Youbringyouremployerbrandtolifethroughyourcareersite.Ifit’sdull,drab,anduninspiring,whatwillapplicantsmakeofit?

Youmustdevelopanonlineandofflineidentity