The Tight Labor Market
The labor market is tight. We have known this for quite some time. What can we do about this? The following are five tips for employers.
Do not let educational background be leading.
We know it, your job posting asks for bachelors level, but it offers a vocational education salary. No wonder your vacancy doesn't take off. While as an organization you want the best candidate, an applicant wants the best opportunity! And prove them wrong!
Hooray there is an application, but you don't respond.
Every day we get emails. Much of it consists of spam. As much as we want to keep our inbox clean, we want to let applicants ALWAYS know something! After all, once an applicant disappears into the crowd and does not receive a fair review, the applicant will not consider applying again. And in the worst case, the applicant is going to pass it on... And that does not contribute to positive employer branding.
๐๐๐ง๐๐ก๐ฆ๐๐ซ๐ค!
If you do not offer fringe benefits such as the pension common in the Netherlands and competitive salary scales, it is almost impossible to get qualified staff. Offer no pension, raise salary scales by 14%, you read it here:
Avoid friends/family culture
When your resources are limited, it is quite plausible for an organization to start looking at personnel in โits own network.โ A friend, an old classmate or โcousin of,โ you know the drill! Eventually you get a family/friends culture that will take over the work culture. Not good for either the staff or the business.
Enlist the help of a recruiter.
With a recruiter by your side, you gain more insights into the job market every day. You get candidates in ๐๐ฆ๐๐ฅ๐ฅ, ๐๐๐๐ข๐ฎ๐ฆ & ๐๐๐ซ๐ ๐. In short, you can choose! Are you considering a ๐ฌ๐๐ง๐ข๐จ๐ซ ๐ซ๐๐๐ซ๐ฎ๐ข๐ญ๐๐ซ who knows what he's talking about?๐ค
๐ฃ๏ธ My name is Martijn Melis
๐ง Ten years of experience in recruitment
๐ข Available Tuesday through Saturday
๐ <11K candidates in our network
๐ Data & insights
๐ฒ +3185 004 97 25
โ๏ธ info@membershiprecruitment.com