Unemployment is at 6% nationally right now and when you match that with the continuing global pandemic, it is making it very difficult for employers to find the perfect candidates for the roles that they desperately need. Some Human Resources Managers are searching endlessly for recruitment tips to help make their company and its benefits shine for top performers. It’s incredibly difficult to find the perfect person for a role in your company but in 2021, there are a few trends that have started to pop-up to entice employees to take the risk of either coming back into the workforce or to switch careers.
Here are the Top 3 Recruitment Tips to Bring in Top Talent in 2021 and Keep Them at Your Company for the Long Haul!
- Care support for working parents. Remember the current issues facing parents in the current pandemic era and offer flexible childcare options. Some parents may have children who have not yet returned to school or are doing a hybrid model for the year which means some in-class learning and some virtual. For potential employees, it may feel daunting and almost impossible to fathom that a potential employer may work with their demanding schedule. However, for the right person, most companies would. By proactively offering childcare services or assistance programs to your employees and publicly stating their use in your company, you can show potential employees that you understand and are willing to help so they can be successful when they walk in your doors. Innovative companies like Flexable, work with companies to offer their employees access to virtual childcare services in their homes when they need it. So, if an employee has a big meeting or a deadline while their child is at home, a Flexable child care provider can provide virtual care so the parent can be productive. Benefits coordinators all over the country are starting to take notice of internal programs like Flexable and are implementing nationally. View more about Flexable here.
- Flexible working hours. The last year of the pandemic has caused a serious boom in remote working and, while there have been so many companies terrified to go remote, it is now clear that allowing remote work doesn’t hurt productivity. The best (or worst) part for employers is that employees now realize that it’s possible to perform their jobs well from home and they have fallen in love with the flexibility that it offers. After all, who doesn’t want the comfort of making lunch in their own kitchen or throwing in a load of laundry while you’re on a conference call. My goodness, the multitasking possibilities are endless! Employees will have an expectation of, at the very least, a flexible schedule for their working hours when things return to normal. This may look different for every company whether its fully-remote, trusting employees to come into the office when needed, or a set 3/2 schedule. However, you can bet that some of the most revered candidates will pass over job postings with no mention of flexible work options.
- Paid or semi-paid maternity and paternity leave. The pandemic made the need for childcare and the burden that working parents face to the forefront of public conversation. For far too long, the United States has lagged behind other first-world countries when it comes to offering robust, paid maternity and paternity leave policies that support working parents and both women and men coming back to work when they feel mentally and physically ready to return and be as productive as possible. Companies that offer strong and well-thought out policies for parents will guarantee they’re making working parents or potential working parents feel valued.
These recruitment tips may seem radical or too burdensome to employers but the truth of the matter is that many countries in the world already offer benefits like this. Some of the most well-known companies that have no issues recruiting have had benefits similar to these for years-long before a pandemic forced anyone’s hand. Employers, HR Managers, and recruiters can be sure the companies will start to adopt these’ ‘perks’ to recruit and retain employees and soon enough they won’t be considered perks anymore, but a normal part of a recruiting package.
What do you think of our list? Let us know by visiting the Flexable Facebook Page or if you are a company hoping to offer some of these benefits, Flexable can help you build a plan to support your employees through virtual childcare services. A crucial piece of supporting working parents returning to the workforce and offering flexible schedules for your staff. Simply contact us to start the conversation.