Trouble with recruitment? Try these strategies to attract new hires

You’ve heard all about the employment boom, but those numbers don’t tell the whole story. Hiring and recruitment are more difficult than ever, and that doesn’t seem to be changing soon.

But there are some tactics to improve recruitment and bring new employees into your organization, as the Economist Intelligence Unit (EIU) pointed out in its analysis, “Recruitment challenges prompt new wave of innovation for U.S. hospitals.”

Focus on benefits

To build your pipeline of talent and ensure your facility doesn’t have to deal with serious position shortages, don’t rely solely on increasing salaries.

Cutting costs is already a huge focus at most companies, since you’re always trying to save money where you can. So instead of shelling out big bucks to a small handful of people, focus on recruiting top-notch employees who will stay with your department for years.

As an alternative to salary increases, consider expanding your benefit options. Offering flexible work arrangements, and additional training and professional development opportunities can be just as valuable as a bigger paycheck for employees.

EIU asked executives about the strategies they’re using to recruit new employees, and the No. 1 pick was flexible working arrangements.

Recruit with tech

You’re probably not relying on the newspaper classifieds to recruit employees anymore, and that’s a good thing – especially for an IT position. Use online recruitment sites and social media to expose job openings to a wider variety of candidates.

Don’t skimp on digital marketing budgets either – after all, building a clear and cohesive brand can boost your organization’s profile and encourage job-seekers to apply.

You may also want to create an online application if you don’t already have one. People are more likely to apply to a job if it’s convenient and they know they’ll hear back quickly.

Once you receive all those applications, you’ll need to sort through them and pick only the best candidates. Technology can help with that, too. Look into a customizable system that will search applications and pick out qualified candidates based on experience, goals and other key requirements.

Expand outreach

Recruitment shouldn’t be limited to job vacancies. There’s no way to predict what jobs will open up and when, so it’s more beneficial to cultivate relationships with other institutions (e.g., universities) that are training potential workers who will soon be searching for jobs themselves.

Building those relationships means new job-seekers will have a connection to your organization, which makes them more likely to apply.

Most important: Make it clear to all recruits, regardless of who they are or where they come from, that your company is committed to a safe, innovative and positive environment for everyone.

Culture is often a important consideration for job candidates, and you want to make sure you’re creating a place that makes each employee feel valued.