How to Engage When Unemployment is Low

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A year-end means everyone is planning. There’s planning new year’s resolutions, solidifying 2019 budgets, mapping out hiring goals, etc. The bigger picture here is an overarching theme of an organization — everyone is setting up their horses at the starting gate for the 2019 race to hire the best people on the market. With your list of tasks distracting you from delivering results in an increasingly tight hiring market, you may be at your end to find quality talent.

Low unemployment means your sourcing, recruiting and engagement efforts need to be strategic. With more passive candidates in the market, hiring will be rough no matter how you slice it. You could settle for less qualified applicants and struggle to get by without hiring anyone at all…or you could follow these four hiring strategies to utilize your employees and recruit more effectively during low unemployment:

Move Existing Employees First
Internal mobility can be your greatest asset when hiring in a tight market. If you have employees who have been with the company for a number of years, they may be ready to move on to something new. This is especially true japan phone number resource if they’ve reaped everything their current position has to offer them. Plus, transitioning them to a new role will help them learn new skills and develop their professional career.

A few takeaways to keep in mind here:

Current employees can best train new employees for the position, even if the “new employee” is just an existing employee being transitioned into a new role.
Current employees already know how the organization and company culture operates
But also keep in mind not everyone is magically fit for a new position just because they performed well at their current one. Just like any screening and selection process, give your internal hiring process the same due diligence you would give new-to-the-company hires.

Source Candidates from Different Places
There are a lot of places you can post your job listing or advertise your open position. I bet what instantly comes to mind for you are sites like LinkedIn, Monster.com, Indeed or ZipRecruiter, right? Instead of thinking of places by job board, think of the type of applicants and how they are segmented throughout the hiring market. Although old school, networking by phone and by email gets candidates attention in ways many recruiters don’t use anymore.