The War for Talent – Strategies for Success Part 2

Categories: News

By Peter Landesman, Senior Business Development Manager

The current low unemployment rate is great for our economy, but it is having a major impact on employers and their efforts to attract and retain qualified workers. (You can read more about those efforts in part one of this series.)

Some strategies employers are using to attract employees include higher wages, offering signing bonuses, as well as implementing marketing programs to position their companies to be an “employer of choice”.

The challenge to fill open positions with the best talent places additional and unwanted stress on Human Resources professionals who are already working to capacity. Consider the following data from a CareerBuilder survey conducted in 2018:

  • 42% of employers are worried they will not be able find the talent they need.
  • Almost three quarters (72.8%) are struggling to find relevant candidates.
  • 86% of the most qualified candidates for open positions are already employed and not actively seeking a new job.

With such a major emphasis on finding and recruiting employees that advance company objectives, some organizations are turning to Human Resource Information Systems. HRIS and other human capital management tools can automate HR functions such as payroll and benefits, training and development, and establishing, documenting and enforcing company policies.

Companies are also implementing Applicant tracking systems (ATS) which can track and automate some talent acquisition functions.

The benefits of outsourcing talent acquisition!

While some companies are turning to computer systems for help, others are finding success in outsourcing some HR functions – especially the effort to acquire talent in this high-demand market.

A professional recruiting agency can create job posts and send them to a number of websites and job boards, search LinkedIn profiles, vet candidates, obtain referrals, and screen literally dozens of individuals.

Consider the value of hiring managers being presented with a short list of qualified candidates. Not only would they save time by filling positions faster, an outsourced recruiting agency will provide:

  • Highly qualified candidates
  • Access to the recruiters’ deep talent networks of both active and passive candidates
  • A focus on placements, not activity
  • Results guaranteed by the recruiters

Outsourcing talent acquisition to a professional recruiting agency is a wise business decision. Professional recruiters work full-time to fill an employer’s open position, which provides your overworked HR staff with the time they need to become more fully engaged business partners.

Many local employers rely on JVS Career Services to be an extension of their organization. Whether it’s for entry-level to senior executive positions, JVS Career Services is a trusted partner that can source the best, most qualified talent. As a nonprofit organization, JVS Career Services can offer recruiting services at well-below market rates without sacrificing the quality of service that is provided.

Learn how JVS Career Services can help your organization attract talent with our recruiting  services by contacting Peter Landesman by phone at (513) 745-2905 or by email plandesman@jvscareers.org.

 

Peter Landesman, Senior Business Development Manager and Career Coach, comes to JVS Career Services after 40 years as a marketing and marketing communications professional. Peter has worked in a wide variety of industries that include consumer packaged goods, retail, publishing, healthcare, information technology, private aviation, professional services, and employee benefits. He has worked for well-known companies such as World Book Encyclopedia, JCPenney, American Heart Association, NCR, and NetJets.

Peter has passionately pursued and welcomed opportunities to assist individuals with their careers and share connections that lead to the next step in their journey.  In addition to fulfilling a volunteer role with many JVS Career Services clients, Peter co-facilitates the American Marketing Association’s Career Transition Group. Among his other non-profit activities, Peter served on the Governing Board of the WE Lead Athena Program and continues to serve on the Steering Committee of the Greater Cincinnati HR Collaborative.