The Biggest Hiring Challenge of 2017 and 2018

Recruiting and hiring have been a challenge for employers over the last decade. We’ve gone from a boom, to a major recession, to stagnated growth, and it’s all happened in the face of rapid technological advancements and ever-evolving recruiting best practices. Our world is more globalized than ever, workers are demanding more flexibility than ever, and many employers are dealing with a major skill gap.

Given these struggles, what can you do to ensure you have access to top talent as 2017 winds to a close and 2018 knocks on the door?

Competition for Talent is Fierce (and Getting Fiercer)

Remember when unemployment was stuck around 7 percent nationally? Today, unemployment is around 4.3 percent and is expected to drop to 4.1 percent in 2018. This means nearly every person who wants a job in the U.S. has a job. This is exacerbating the already-existing skill gap because the people who are actively seeking new employment often don’t have the high-level skills employers are looking for. When it comes to mid-level positions and higher, employers are facing a major professional deficit.

That deficit is only going to grow, as the government predicts that the economy will fully recover from the Great Recession by the year 2020 and the labor force will return to full employment. Companies that are not working out strategies to combat this challenge will continue to struggle when it comes to recruiting the talent they need.

Are You Prepared to Meet the Challenge?  

Now is the time to start implementing next-generation recruiting and hiring strategies to ensure you can find the talent you need, when you need it. These are some of the steps your internal team should be taking today:

  • Streamline the hiring process: A slow process that includes confusing applications, slow response time, too many interviews and a lengthy timeline will cost you talent in the future. A streamlined and efficient process will ensure you don’t lose great candidates.
  • Build an employer brand: If you aren’t building your employer brand online, you won’t attract top talent or young talent. Make sure you have a robust culture page on your website and you’re using social media to showcase your company is a great place to work.
  • Build relationships with passive talent: You can’t expect to attract skilled applicants for job openings if you’re relying on active candidates. Low unemployment means talented people are employed and aren’t seeking out opportunities. Building relationships with passive candidates ensures you have a pipeline of talent you can draw from when an opening arises.

Overhauling your recruiting and hiring processes isn’t easy. It can take a great deal of time and resources, and in the meantime, top talent is passing you by. However, there is a simple and cost-effective way to streamline your hiring process and access the talent you need, quickly.

If you are ready to outsmart full employment and find the talent you need for your agriculture business, contact the expert recruiters at Morris Bixby today. Together, we can build a strategy that will help you achieve your goals.


Leave a Reply

Your email address will not be published. Required fields are marked *