The modern workplace has experienced a two-fold transformation that affects talent sourcing. Namely, a sharp increase in both non-traditional employees and non-traditional working arrangements
It’s not surprising that technology is at the heart of this shift. It has both driven the sea change while adapting to its effects.
There are no losers here. Companies grow faster and make more money. Employees are happier. Society as a whole benefits when employers support work/life balance.
What types of employees and work arrangements are we talking about?
- Virtual positions and telecommuting
- Global hiring
- Flexible schedules
- Freelancers and independent contractors
- Post-retirement part-time working
- Non-linear career paths
Those who don’t embrace these trends will struggle to find workers. Unemployment is at a 17-year low. There are simply not enough talented employees to go around.
To leverage these trends, you must adapt. Our focus today is how to adapt your talent sourcing.
Let’s discuss how.
How To Adapt Talent Sourcing For Non-Traditional Employees
Create a Talent Pipeline
Without a passive candidate pool, you are always playing catch-up. A reactionary approach doesn’t result in quality hires.
If you start from scratch every time you need to hire, you are at a disadvantage. Companies who have developed relationships with potential candidates have the upper hand.
Hiring software with CRM-like tools allow you to cultivate a talent pipeline. The software makes it easy to engage with your passive candidates. Build relationships. They will be more likely to join your team if given the chance.
An applicant tracking system (ATS) lets you create and store detailed candidate profiles. Track schedule and work environment preferences. Plus unconventional skills, experience, and career paths.
Non-Traditional Job Descriptions For Non-Traditional Employees
Your job description is the first hiring touchpoint. If it isn’t written to attract non-traditional applicants, they won’t apply. You can’t hire a diverse workforce if you don’t bring them into the hiring funnel in the first place.
Rethink Job Requirements In Your Talent Sourcing
Traditional job requirements may filter out candidates who could succeed if given the chance. For example, applicants with resume gaps. Those who need a flexible schedule. Candidates who want to work offsite.
A good ATS can help you screen non-traditional candidates. Soften must-have qualifications. Adapt criteria to let more candidates advance to interviews. Create structured interviews that measure a wider range of soft skills. Consider candidates with unconventional career paths.
Adapt Your Culture To The Modern Employee
Take ‘cultural fit’ out of your recruiting lexicon. Non-traditional employees may not fit the mold. Hiring managers who make this subjective judgment are inserting bias into the process. More on that below.
Improve your employee experience by adapting your corporate culture to your workforce. Not the other way around. Today’s employee blurs the line between personal and work activities. Provide the technology and policies to support this style of working. They will be more productive and loyal. It will strengthen your employer brand which will improve hiring outcomes.
Update Candidate Filtering
It’s an ongoing battle to keep bias out of your processes. ATS’ allow you to hide unnecessary identifiers from applications. We’ve already mentioned screening questionnaires and structured interviews. Design these specifically to prevent unconscious bias.
Create An Inclusive Employer Brand
Non-traditional applicants need to understand that you are welcoming to all types of employees. Advertise work/life balance perks in your recruitment marketing. ATSs manage recruitment communications and help you reflect inclusivity.
Update Onboarding Programs
Adapt your onboarding practices to help all new hires succeed. Regardless of employee type, work schedule, or work environment. Teach both onsite and offsite employees how to collaborate with geographically-dispersed teams.
Provide An Innovative Candidate Experience
Make your websites mobile-friendly. Make sure your ATS has texting capability. Use video interviewing for job applicants outside of your geographic area. Use software that supports interview self-service scheduling. And, of course, you want e-sign for all paperwork that requires a signature.
By Liz Strikwerda