Battling in the War for Talent

April’s Wisconsin Department of Workforce Development report shows unemployment at 3.2%, the lowest point in 30 years. Area employers are quickly reaching a point of pure frustration as they try to fill open jobs throughout Southeastern Wisconsin, and especially in highly populated markets in Milwaukee and Waukesha counties. But before you throw in the towel, we urge you to start thinking proactively. At Nissen Staffing Continuum, we are constantly looking for new and creative ways to strategically recruit for our clients. As the saying goes, “the best defense is a good offense.”

Today’s job seekers are looking for VALUE and view jobs as opportunities. They are trying to understand their purpose in a job and how they can contribute with their own unique gifts and talents. They are looking for belonging and a greater purpose, and want to feel like others care about them and their success. And once they understand their value and greater purpose, they are looking to become masters in their roles and apply that mastery through to a promotion.

As employers, we urge you to look at things like benefits and job descriptions and incorporate the needs of today’s job seekers into every step of your hiring process. Ask yourself the tough question of “Why would someone want to work here?” and then incorporate those things into your descriptions, postings and interview questions. Sell it. Make them understand not just the job, but the FEELING behind the job and the vibe of your business.

Staffing experts say that a performance-based job profile is essential to an effective hiring system. This type of job profile helps to define what success is on a job by spelling it in specific and measurable terms. According to Lou Adler, CEO and Founder of the Adler Group, an ideal job profile is a one-page document and includes some important items:

  • The 5-7 most important deliverables required to be successful in the job.
  • The qualities of a successful person in terms of knowledge, skills & abilities.
  • Specific short- and long-term performance expectations that define success.

We will talk more about performance-based job profiles in a future blog, and provide some examples and success stories we’ve had by utilizing this philosophy.

While helping an employee define success is imperative, it’s important to remember that today’s job seekers have a wealth of knowledge at their fingertips. Websites like GlassDoor, Google, Yelp and social media applications give employees (current, future and former) the opportunity they want to both give and read feedback. Own your feedback and respond to it. Build your own brand in terms of job satisfaction and employee engagement. What you don’t share, someone else will and it is in your best interest to make sure that your message is on point.

To find the best people, you will need to be a best in class employer. Sometimes, this means making changes to your work environment. While these changes may be simple or complex, they are always worth the effort. Making these changes and increasing your ability to recruit talent has an added perk:  retaining the great talent you already have. Understanding your own current and future workforce is the first step in ensuring your company’s success for years to come.

You only get one chance to make a first impression; make sure the first impression you make is a positive one. An award-winning staffing expert in Southeastern Wisconsin in manufacturing, clerical, professional and light industrial placements, Nissen Staffing Continuum can help you make your next great hire. As your strategic partner, we’ll help you take your staffing initiatives to the next level, whether it’s onsite programs, direct hire placement, temp-to-hire programs or temporary staffing with our team of recruiters that are supported by a full-time sourcing department. For more information about how we can help you find great employees, contact us today and allow us to help you with your HR needs so you can focus on your company’s success!

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