Due to the complex economy and difficulty of locating people, businesses throughout the country are refocusing on hiring techniques. More firms are reporting difficulty filling vacancies as a result of current conditions, particularly for lower-wage positions.
We’re in a rare situation where employment growth has slowed, at least in the medium term, yet labour demand is high. This is a form of traditional “tight job market” that occurs when employers have trouble filling openings. Granted, extenuating socioeconomic situations may be to blame, but the result is the same: it’s difficult to find the personnel your company need.
Here are five tips to find workers in a secluded job market:
Often there are places in your business where qualified employees from your country are in short supply. Every country has areas where there are insufficient experts. In this case, a foreign worker may be a valuable asset to your business. There are literally millions of candidates around the world who could fill in the role and provide your organization the skill you require.
1. OPEN YOUR WINDOW
The Overton window, that’s it. It’s possible that you won’t need to change your job qualifications to accommodate additional people in your addressable talent pool. When it comes to hiring, most organisations follow a set of predetermined guidelines. For instance, your company may only recruit people with college degrees, people who live in the area, or people who have worked in a specific industry. Now, in a tight market, it’s time to reconsider those long-held convictions. Examine the language in your job descriptions, website, and even your “Now Hiring” signs. What message are they conveying? Any messaging that alienates anyone should be avoided; this affects candidate flow and can have a substantial impact on the number of applications you receive.
Are you willing to work with those who are looking for their first job? Can you be open to folks who aren’t in your field? Make sure your bare minimum requirements are just that: minimal.
2. MAKE AN INVESTMENT IN RECRUITING
Recruiting is time-consuming and labour-intensive. From writing job descriptions to attending or hosting job fairs to interviewing and processing paperwork, recruiting requires attention and labour allocation. Consider hiring a dedicated employee for recruitment and talent acquisition, or hire a flexible on-demand recruiter. During a tight labour market, or if your business or skill set is highly in demand, you may need to bite the bullet and hire recruiting pros. Look for recruiters who have experience staffing your type of job function or recruiters with strong local networks.
3. FASTEN THE PROCESS OF HIRING
Hiring snafus are sometimes due to a lack of available talent, but they are often the result of our own mistakes. People frequently drop out during the hiring process. Consider the candidate who abruptly disappears, fails to appear for an interview, or goes cold during the offer process. Often, these are symptoms of competing opportunities rather than signs of candidate ineptitude. Getting people through your hiring process as quickly as possible can be critical to landing hires. In general, seek efficiency. Is it possible for any part of your process to be electronic? Is it possible to eliminate any? Do you require a third interview? Can you make budget and compensation decisions more quickly?
4. TO MAINTAIN THE WELFARE OF EMPLOYEES
Salaries and total compensation tend to rise in a tight labour market. Even lower-skilled job wages are rising, and many employers are offering hiring and interview bonuses. So, review your compensation plan to ensure that your employees are being compensated in accordance with general market conditions. However, there is much more to employment than pay.
Many methods of incentivizing retention are free. Even more importantly, one of the most effective ways to improve business results is to empower and engage your employees. Keep your current employees so that you don’t have to make new hires in the first place.
5. OUTSOURCE MANPOWER
Many of the world’s largest corporations now complete their work by combining contractors, gig workers, and full- and part-time employees.
Allowing your positions to be resourced by gig platforms or staffing firms can help you hire talent more quickly. When it comes to hiring contractors, it is often necessary to divide your job functions into very narrow slices. For example, your marketing coordinator may be responsible for a wide range of tasks, such as social media posting and content creation, as well as report creation and metrics analysis. With a contractor, you won’t be able to be as comprehensive — consider specific job duties such as just social media posting or just content writing. You can reduce oversight and manage contract workers more efficiently by tightly segmenting job functions.
Recruiting and hiring labour/manpower in Malaysia can be difficult. It’s easy to blame general job market conditions, a lack of qualified talent, or requests for exorbitant pay. However, most of the time, we can solve our own hiring issues by looking within. Before you give up, think about how you recruit and hire.
