As seen in Alaska Journal of Commerce
Accounting, service or product delivery, telecommunications, marketing, IT are all examples of core business functions that are fairly easy to describe. Take the definition of accounting for instance, “the action or process of keeping financial accounts.” Seem easy enough. With developing software, some of these functions have allowed small businesses to maintain competitive and agile advantages performing key responsibilities until profits have scaled to either outsource or hire personnel that manage those daily activities. The driving philosophy is “why pay someone else to do what I can do?”
Currently, the core function that seems to be top of mind in the business sector is recruitment. While businesses have been focused on staying in business and keeping up with demand, they have found a shortage in the work force. In a recent survey by the Associated General Contractors, three out of four respondents said they will need to increase their workforce while of the same survey 83% said they are having a tough time filing vacancies.
Following the COVID-19 crisis, many employers were concerned that individuals did not want to go back to work. The question that remains for business leaders is, instead of “why are we here?” it is more of a question of “now what?” and “how do I find the talent and labor pool I need to flourish?
”The truth is, that recruitment is dynamic and intentional. This has been made even more apparent by the pandemic. In the past the best recruitment strategies were word of mouth, the best employees know of other great prospects. As business changed, employers realized the risks associated with hiring on a handshake and recruitment became a function of HR. Over the last decade or so, technology has grown, culture is visible, and nearly recruitment has become, more or less, a function of marketing.
- Market to the candidate you want
- Provide an opportunity to make a connection, a modern-day handshake
- Objectively confirm that wage, benefits, and schedules are competitive
- Ensure that HR is engaged in onboarding employees two-fold, risk mitigation and employee
- engagement at the onset
Unlike before and due to the increased demand, similar to other functions of a business, employers are looking at recruitment as a core function as opposed to an “other duties as assigned.” Attracting extraordinary talent has less to do with a shiny brochure, signing bonuses, or a prestigious corner office. It is an engaged and intentional process.
Written by Paula Bradison
Are you struggling with recruiting the right candidates or retaining amazing employees? Contact us at 907-276-5707 today to find out how we can help.