Bitcoin, Student Loan Forgiveness, Parental Leave » Dallas Innovates
Employers in today’s hot job market need to cut to the chase when hiring rockstars. They should provide flexible working arrangements and benefits, including bitcoin incentives or student debt forgiveness, that matter to both job applicants and their existing workforce.
These are just a few of the many highlights from BGSF’s staff and its 2022 salary guide, which was released on Tuesday, January 11. The workforce solutions provider will discuss the guide in a webinar on January 14 at noon CST. Register online.
Five takeaways from the guide:
1. Ask the questions that matter and speed up your hiring process.
“In this market, if you’re able to shorten your hiring process by even a few days, you have an advantage,” said Tim Gibbons, founder and vice president of delivery at EdgeRock Technologies Partners, which was acquired by BGSF in 2020. “That’s how hot this market is.”
Gibbons concedes that the idea of truncating a search for candidates can seem like a double-edged sword, but, if done deliberately and with a team approach, a shortened hiring process can work to a company’s advantage. organization.
“What I mean by truncate (the hiring process), I mean, it goes with a plan,” he said. “That there will be a process: it will be the three people who will be part of the interview panel. These are the questions or areas they will focus on, when discussing with the candidate. And share your comments quickly.
Additionally, interviewers can share information that helps candidates make better decisions, such as, in the case of an IT professional, the company’s organizational chart and a typical project organizational chart that illustrates the how IT projects are executed.
Including a staffing firm, such as BGSF, in the hiring process will save time, money and get a better return on investment, Gibbons said. These companies have experience checking references and doing extensive research into what motivates candidates, before candidates begin the formal interview process, he said.
2. Don’t limit the job search to candidates from your backyard. Your competition won’t.
“If you’re looking to hire in your local market, the competition isn’t just the organization across the street from you or down the street,” Gibbons said. “Your competition for talent is nationwide at this point. Organizations that have accepted this are way ahead of those that are sticking to their guns, looking for people who are within 50 miles of the office.
Companies that want to hire employees who will work remotely will have a distinct competitive advantage over those that don’t, he added.
3. Keep tabs on your organization’s public online reputation and constantly work to establish a social media presence that reflects your company’s work and guiding principles.
A candidate’s decision to work for a company can be determined by something as simple as a Google or Glassdoor review, said BGSF marketer Brittany Berrodin. Online reputation management is part of Berrodin’s job at BGSF, where she tracks — and if necessary — responses to online comments about the workforce solutions company. She also ensures that company publications and media images accurately reflect BGSF’s culture.
4. Make sure you understand what candidates want and create a custom package that matches their passions. This includes the software they want (or don’t know about) that will help them succeed.
This goes back to Gibbon’s reference to understanding what motivates job applicants. According to BGSF’s 2022 Salary Guide, compensation accounts for about 25% of a job applicant’s decision to accept a job or not. Since few companies are able to mint their own currency, they need to consider other factors applicants weigh, said Eric Peters, president of professional recruiting divisions at BGSF.
These factors include the potential for advancement in a company, the company’s mission and purpose, and the company culture, according to the guide. It’s critical that C-level executives and human resource managers be able to restructure org charts to enable career advancement and improve company culture, to make their organization more attractive to potential candidates, Peters said. Growth potential is particularly important for many potential recruits, he added.
“You may not make the most money within an organization, but you see the most potential…to grow within the organization, and you’ll get your money there,” he said. he declared. As mentioned above, when a company provides potential candidates with the advanced technology and data they need to succeed, it’s an added incentive for candidates to say “yes.”
If, during the in-depth research of a potential hire, it is determined that a job applicant needs extended parental leave, has outstanding student loan debt, or wants bonus money paid in bitcoin, companies should go the extra mile and build these benefits into the offering, he added.
5. Consider outsourcing non-mission-critical work to managed services. Workers, in turn, might find their calling in performing these niche services.
Companies and organizations often find themselves entangled in peripheral tasks to their core business, such as human resources, information technology or even applying for and following up on grant applications. Companies are increasingly hiring managed service companies to perform these tasks, Peters said.
“As technologies become more integrated and complex, organizations are increasingly inclined to outsource specific functions, to get these things done,” he said.
This outsourcing will likely drive niche employees to work at managed services companies that contract with a host of industries and sectors, so those companies can focus on their particular sectors, Peters said.
This article was previously published on the Dallas Regional Chamber website.
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