Last December 13th, our very own Divisional Manager (HR and Talent Division), Iona Colville, joined HR Leader and Enboarder to dive into all aspects of talent recruitment and attraction to give you insider updates and strategies to help set your business up for success in 2023. 

Last year, we have seen a market tighter than ever and partnered with recent economic changes, made the search for talent even more challenging. With a new year upon us, it is fair to say that now is the best time to evaluate all candidate-sourcing and retention strategies that are in place in order to maintain a competitive edge in this fast-paced market. However, we are well aware, that with the ever-changing landscape of the market and candidate drivers, it can be tough to know where to start.

To stay ahead of the curve, Lotus People together with HR Leader and Enboarder discussed different topics to ensure that 2023 will turn out to be a great year for attracting and retaining talent.

Here's a recap of the crucial points discussed over the webcast that we'd love to share with you: 

1. Discover how you can create a winning EVP to make job opportunities stand out from the crowd 
 
Employer brand is your reputation as an employer on the market. Essentially, it defines why your company is great to work for – a compelling EVP can set you apart from your competitors. 
 
The main thing to look at when creating a great EVP is by keeping in mind the different candidate drivers in the current market, namely a) flexibility and work-life balance, b) culture, c) upskilling and development, d) job stability and e) compensation. Organisations need to be looking at what they can offer to candidates in line with these priorities to let them know why they should work with you. 

Examples of these include opportunities for hybrid working, flexible hours, paid parental leaves, training and development and more as these are what candidates are mainly looking for at the moment.  

In all, EVP is how you want show your promise of culture and balance to future employees, strengthening your position in the market as THE company to work for. 
 
2. Reach talent pools not previously explored 

The webcast’s discussion around this strongly emphasised branching out from hiring based on experience and work history, into hiring talent based on skills.  

Making this shift as an effort to tighten the market gap makes way for new opportunities and while this might mean that employers have to invest a bit more for training and development, the returns are much greater in the long run.  

Talent hired based on skills and given the training they need to excel in their roles make them more likely to stay with the business longer as they’ve developed a stronger commitment to the business with the value you’ve added to their career through training.  

3. Learn how to improve processes around candidate-experience and applicant journey 

Communication is key.  

Establishing touchpoints with candidates and creating an internally mapped workflow designed to make the candidate experience journey much efficient is always the way to go. This is where asking for the genuine feedback of your talent pool comes in handy as they provide the best points of improvement from an “outside” view, and where it may be falling off short.  

Also remember to keep in mind these important points to ensure you’re not missing out on any candidates!

-  to communicate updates regularly to keep their interest rate up,  
- always check CVs as soon as you receive them,  
- have a maximum of 3 interview stages (ideally)
- take care of your candidate pool through tracking and check ins 

4. Understand what it takes to get your new starter from a job offer to the first day 

At the market we are in at the moment, it’s crucial to stay connected with new hires even after they accept the role and after they sign with the company.  

From the onboarding process, and consistent check ins with regards to work adjustment and company fit especially within the first 4 weeks of them in in the new role, you must keep in touch  

5. The benefits of a strong partnership with experts you can trust  

As mentioned previously, the talent market changes so fast and one of the best ways to ensure you stay ahead of competitors, be up-to-date with top recruitment trends, and keep a quality talent pool that’s continuously growing is by working with experts in the industry based not only on awards and wins, but also company data and satisfaction/fill rate. 

Keeping these 5 important aspects of recruitment in mind can do wonders for your business when it comes to attracting and retaining talent this 2023.  

If you have any questions or would like to know more, Lotus People are recognised experts in the industry as we navigate at the heart of the market and know what candidates are looking for in their journey to a new opportunity. 

To know more about the best talent strategies and approaches you can take to ensure your company gets the top talent this coming 2023, reach out to us at info@lotuspeople.com.au.