Studer Community Institute

Rethink Your Recruiting and Hiring Tactics for a Competitive Edge in 2018 and Beyond

August 27, 2018
/ Morgan Milbradt
/ training-development

The more I talk to business owners, the more I realize they all have the same challenges. Whether they have 200 employees or just one, hiring a great workforce is always toward the top of their list. According to a survey by Glassdoor, "three in four companies say that attracting quality candidates is the biggest challenge they face today."

So, what is making this a challenge for employers? Isn’t the economy and job growth supposed to be better? The Chicago Tribune states that for the first time on record, the number of job openings in the United States exceeds the number of unemployed Americans — which is a trend that definitely gives job seekers the upper hand when it comes to filling positions

According to the Bureau of Labor Statistics, Pensacola’s current unemployment rate remains at a low 3.1 percent – the lowest it’s been in roughly 10 years. So, if you’re an employer and you’re still using the same hiring process and trying to pay the same wages you have in the past, steady economic growth is the number one factor that should persuade you to step up your hiring game.

How to Step Up Your Hiring Game

So how can you improve your recruiting and hiring practices? A good first step would be to attend Studer Community Institute’s workshop on Sept. 21 titled, “Hiring & Onboarding Strategies for the 21st Century.”

The workshop is led by Kristine Rushing, COO and Risk Consultant at Beck Partners. Beck Partners recently made Florida Trend’s "Top Companies to Work for in Florida," and was also listed in Inc. Magazine’s Inc. 5000 list as one of the nation’s fastest-growing private companies.

Joining Rushing will be Chris Reilly Ph.D., a corporate psychologist and management consultant at Sperduto & Associates, Inc. Reilly will talk about how to engage employees to attract them to your organization – and to keep them on board once they are hired. Sperduto’s focus is to help organizations select, develop, understand and organize their people with an end goal of helping employees be more engaged, satisfied and productive at work.

Learn New Tactics - And a Competitive Edge!

Both Rushing and Reilly will provide business leaders with tips and tricks on how to find, attract and keep the talent you desire. Here is a sneak peek at some of the topics they’ll delve into when it comes to the hiring dilemma:

Attracting Talent:

One of the first things that employers always ask is, "Where do I even begin looking for a great hire?" In this section of the workshop, we'll review what the talent landscape looks like, give you actual resources and suggestions on where to look and discuss exactly how you can beef up your job descriptions to attract passive candidates.

2018 hiring landscape and what it means for employers
Resources for where to find top-notch candidates - Just like marketing, you need to have a strategy. Facebook and Google now offer business owners of any size a platform to easily attract job seekers. In addition, other social media platforms are a great way to reach out and engage those passive job seekers.
Tips for luring passive candidates in a low unemployment market
Importance of knowing your brand reputation: According to a survey done by Indeed, a whopping 68 percent of candidates said they’d turn down a job offer if they were made aware of negative aspects of the company. Hand-in-hand with candidate experience, employer brand is an important recruiting differentiator in today’s competitive talent market.
How to write a great job description

Effective Interviewing:
Once you've got people applying for your jobs, we'll talk about how to conduct effective interviews to help you choose the right fit for your company and the position - because we all know the cost of a bad hire is not something you budgeted for! According to the U.S. Department of Labor, the average cost for each bad hire can equal 30 percent of that individual's annual earnings. Thus, when you hire the wrong mid-level accounting manager or application developer earning $60,000, the real cost to your organization will be $78,000.

How to utilize behavioral-based questions in your interview process
How to ask the right questions for different positions
Receive a hiring talent toolkit
How to conduct leader and peer interviews
Why, how and when to use psychological testing in your interview process

Onboarding Strategies:
We will discuss strategies for successful onboarding beyond the required paperwork, because onboarding a new employee shouldn’t end when the paperwork is completed.

Learn the importance of engaging employees from the beginning
Receive an onboarding toolkit

Retention and Engagement:
In this section of the workshop, we'll cover how to keep new and seasoned high performers engaged and happy in your organization.

The outcomes from engaged employees and how it impacts your bottom line
How to provide an environment that fosters self-engagement
Engaging different generations

Join Us on Sept. 21

Looking forward to gaining some guidance in these areas? Join us from 9 a.m. to 2 p.m. on Sept. 21 at “Hiring & Onboarding Strategies for the 21st Century.” The session will be hosted at Hillcrest Church located on Nine Mile Road in Pensacola. It is recommended for business owners, HR professionals and any leaders involved in the hiring process.

An on-site lunch is included in the $129 cost of the workshop. Attendees can earn 5 SHRM-CPSM or SHRM-SCPSM Professional Development Credits (PDCs). If you’re interested in sending multiple team members from your organization, Studer Community Institute offers small (5-9) and large (10+) group discounts. Please email Training and Development Coordinator Morgan Milbradt for more details

Reserve your seat today!

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Rethink Your Recruiting and Hiring Tactics for a Competitive Edge in 2018 and Beyond

How to Step Up Your Hiring Game

Learn New Tactics - And a Competitive Edge!

Join Us on Sept. 21

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