Monster：在路上：2023人才吸引、激励保留指南（英文版）（17页）.pdf

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1、Always be recruitingHow to attract,engage and retain talent in 2023ContentsIntroduction 3The current state of recruiting 5Retain the great talent you have 6Your employee proposition 7The job seeker journey 8General awareness 9Passive search 10Active search 11Application 12Offer&Onboarding 134 ways t

2、o build your talent pipeline 14Reach out to employees 162ALWAYS BE RECRUITINGWhy being proactive is the only strategy for successThink the recession will slow demand?The recruiters we spoke to dont think so.96%Of the 96%that expressed recruiting confidence,55%are very confident theyll be able to mat

3、ch the best candidate to the opportunity.92%Our survey shows that 92%of US companies are planning to hire:either to backfill roles or fill new ones.Recruiter confidence is high,but such optimism may disappear when faced with reality.Anecdotes and evidence from our survey show that recruiters face a

4、hugely challenging and changing environment in 2023.Job seekers want greater freedom on how,when,and where they work.Theyre also demanding more significant benefits and higher wages.On the flip side,recruiters face a growing skills gap,with 55%struggling to find candidates with the skills they need.

5、Across all industries,87%of recruiters“sometimes”or“very often”struggle to fill vacancies because of candidate skills gaps.Competition for hireable talent will get tougher over the next year.Good talent is getting harder and harder to find,Monsters 2023 Future of Work survey shows and it takes more

6、than ever to attract the staff you need.As a mild recession approaches,some US businesses are taking a wait and see approach,but standing still isnt a strategy for survival in the war for talent.Instead,recruiters must use all available tools,technologies,and techniques to capture candidates.To stay

7、 ahead,your business must always be recruiting.A strong candidate pipeline starts at understanding the candidate journey.Recruiters need to have a plan for attracting poised and passive candidates,as well as engaging those already searching for their next job.ALWAYS BE RECRUITING3Traditionally,the r

8、ecruitment process has followed the same process.Post a job ad,review applications,interview,and then make an offer.But such a simple strategy isnt suitable for 2023.Using the latest data from our 2023 Future of Work survey,we highlight key themes and trends and explain what they mean for your talen

9、t pipeline.We break down the job seeker journey identifying opportunities at each stage to engage with talent,build your brand,and boost applications.Well explore ways to retain the employees youve worked hard to already recruit.Finally,well identify some Monster solutions that can support you in bu

10、ilding your employer brand and create a compelling proposition for existing and new employees.Monster can help recruiters review,refresh,and refine their talent acquisition strategies.Find a partner to guide you through uncertain times.With almost thirty years in business,Monster has helped companie

11、s not only survive,but thrive in uncertain economic times.Our industry experts are here to provide information,advice,and guidance from the frontline to help futureproof your recruitment plans.Here are some practical steps and long-term strategies every recruiter can use to attract and retain talent

12、 in 2023.Post and pray is not enoughALWAYS BE RECRUITING4The current state of recruitingRecruiting the right people in 2023 will be difficult,say industry insiders.Doing the same things means youll struggle to survive.Companies are under pressure to continue to deliver while controlling costs.Likewi

13、se,recruiters are under pressure to secure talent but face low unemployment levels and an increasingly intense battle for talent.Recruiters can find themselves stuck in survival mode doing the same things theyve always done(and getting diminishing returns).Thats not a strategy for success.So,what ca

14、n you do?Here are 5 stats that tell the story of recruitment in 2023:of recruiters say the candidate skills gap has increased compared to 2022.of recruiters agree that candidates salary expectations have increased significantly.believe increased competition for talent will make recruiting harder.wis

15、h they had an HR partner that provides a full range of solutions.say theyll struggle to find the candidates with the skills they need in 2023.42%34%55%42%25%ALWAYS BE RECRUITING51.Retain the great talent you haveEmployee retention can be one of the most successful strategies and wisest investments a

16、 business can make.Why?Because it costs less to retain an existing employee than recruit a new one.Thankfully,the strategies to retain employees are similar to those youre already using to attract new ones.Employee retention involves more than a pat on the back and a small pay raise.You need to deve

17、lop a retention program that demonstrates that you value employees and will invest in their future.Feedback loopReferral programsSkills analysisStaying in touch means keeping control.A feedback loop creates a continuous exchange of information and ideas between employees and the organization.Give fr

18、equent,actionable employee feedback Present open opportunities across the company Demonstrate youre listening and acting to create a better place to workReferral programs,where employees are rewarded for recommending candidates,are incredibly successful.Get it right,and you can access a wealth of ta

19、lent from your network.Create a compelling referral program that rewards referrals,not just results Make rewards compelling enough to inspire action Keep employees informed of referral progressRecruiting is expensive,so first ask:Do you have the skills in-house (or could you develop them)?Understand

20、 what skills are already available internally before going externally Create a skills database Consider investing in training and development before recruitmentEmployee retention in 3 steps123ALWAYS BE RECRUITING62.Review your employer value proposition is it right for 2023?What the Future of Work S

21、urvey 2023 tells us candidates want:of candidates expect more than ever to learn about a companys diversity and inclusion efforts.of candidates expect more flexibility in when they work.of candidates are asking more about healthcare benefits.of employees used mental health benefits more in the last

22、few years.of candidates expect more flexibility in where they work.52%38%60%49%45%25%of recruiters say that demonstrating the values and culture of the company theyre hiring for will be one of their biggest challenges in the coming years.So why are only 11%of recruiters creating a new employer brand

23、ing and website?Candidates want to know more about a position than the starting salary,our 2023 Future of Work survey shows.Understanding the changing requirements of candidates is critical to developing a compelling value proposition.Is your value proposition right for 2023?ALWAYS BE RECRUITING73.E

24、ngage throughout in the job seeker journeyGeneral awarenessOffer&OnboardingPassive searchApplicationActive searchMost people dont wake up one day and decide to get a new job.Instead,they go through a process that we call the job seeker journey.We split the job seeker journey into 5 steps.Understandi

25、ng what they are,why they occur,and how you can engage with them is critical to attracting,recruiting,and retaining talent.ALWAYS BE RECRUITING8Hiring OutlookGeneral awareness Are you happy with your job?If youre anything like the rest of us,youll keep an eye on the market even if you feel comfortab

26、le and contented.Whether you want a higher salary,are searching for greater flexibility,or want that promotion,you never know when something might grab your interest.We call this stage General Awareness.It means potential candidates arent looking for a job,but theyre not closed entirely to the poten

27、tial of a new position.Get the word outStay socialAt this stage,candidates are unlikely to be actively seeking out information about your company.However,they are open to learning about great businesses doing exciting things.Top tip:apply for local and regional HR awards that demonstrate that your c

28、ompany is considered an employer of choice.Brand awareness is critical,and social media is the most effective channel for reaching those you could influence.Develop a social strategy that builds a positive perception of your brand.This isnt a social media masterclass,but your social posts should be

29、a mixture of information,sharing,and engagement.Building a personal connection means using personal stories so create employee-driven case studies and strong organizational stories to grab attention.#1#2Engagement strategies9Back to Job Seeker JourneyHiring OutlookAt this point,the candidate is open

30、 to opportunities but not actively searching.We call it passive search and its a critical time to engage.Headhunters specialize in targeting and tempting candidates who appear perfectly happy in their current role.There are several reasons why someone could be frustrated with their current position,

31、including:Limited job progress and internal career advancement Wanting to change job type or industry Personal circumstances have changed Struggling with the increasing cost of living Clash between corporate culture and personal values Whether consciously or subconsciously,the door to change is slig

32、htly open dont miss the opportunity.Engagement strategiesPassive searchReach candidates where they areEmpower networksReinforce your brandWhile candidates might be updating the resume,brushing up on their skills,and researching company reviews,they still need help seeking out your company instead of

33、 your competitors.Consider a multi-channel approach including display ads,social platforms and diversity networks to reach passive candidates where they are.If someone is unhappy with their job,theyll tell their friends and close professional network.Ensuring your referral program is simple,streamli

34、ned,and offers enticing rewards is essential.Direct referrals are often more effective than the traditional application-interview-appointment route.Why?Because your existing staff is delivering good quality leads,with the professional skills needed to perform.Candidates arent applying yet,but they a

35、re likely to be looking for companies with a shared culture.At this stage,youll need to ensure your brand is telling the right story about your business.Ensure your career site and content:Is clear about who you are Is mobile optimized Is professional Shows career potential#2#3#110Back to Job Seeker

36、 JourneyHiring OutlookActive searchCandidates are out there and actively searching for a new job.Something has happened to the candidate to tip them over the edge.Some of the reasons include the following:Seeing a job advertised that they want to apply for Dissatisfaction with salary or benefits Pas

37、sed over for internal promotion Having decided to quit their current role or already done so Have been laid offOnce the person has decided to leave,its often only a matter of time before they find something new.Talent pipelineWhere can you find great talent,and what do you want?You need to ensure yo

38、ure advertising opportunities in the right place and offering them an attractive package.Candidates in 2023 want more than money;they want to work for employers whose values genuinely align with theirs.Review and refresh all job ads and content.Focus on flexibility,go big on benefits,share your etho

39、s,and define what DE&I means for you.#1Engagement strategiesTap into candidate signalingEngage candidates through SMS+emailAccelerate the search process by reaching candidates before competitors.Monster will let you know when seekers were last active on the platform so you can proactively engage.Usi

40、ng an ATS?Well help you import clean and valuable data so youre ready to tap into that talent pool when you need to.Communication is key during this phase.Reach out to candidates directly through text and email tools built right into Monsters user interface.To attract active talent especially Gen Z

41、its important to be able to engage from anywhere.Real time interaction with live chat increases the number of conversations with potential candidates and encourages them to learn more about your employer brand.#2#311Back to Job Seeker JourneyHiring OutlookNow candidates are applying for jobs,and eng

42、aging with your business and brand.What first impression will they get from your career site?Candidates expect to easily find information about your culture and values and navigate and apply easily from mobile devices as well as desktop.The reality is that most career sites arent fit for purpose.Is

43、yours?If not,its time for a redesign and a reboot.Optimizing your career site is an effective and highly successful strategy to engage and inspire talent and encourage them to apply.ApplicationEngagement strategiesImprove the user experienceBuild a personal value propositionDont approach the applica

44、tion process as a recruiter but as a candidate.Ask yourself:How long does it take to apply?Can applicants apply via mobile?How many steps are in the process,and how many are essential?How long does it take for applications to be reviewed and responded to?Working through your site provides critical i

45、nsights into the process and will identify issues you can and must fix.Candidates want to work for organizations that share their values,deliver the flexibility and benefits they expect,and(yes)pay a competitive salary.Your career site must create a compelling value proposition,including information

46、 on the following:Company culture Working environment Your ethics and commitment to equality and diversity Benefits(not just salary and holiday entitlement)Career progression plans and training opportunities#1#212Back to Job Seeker JourneyHiring OutlookOffer&OnboardingHooray!Your chosen candidate ha

47、s accepted your offer.It may feel like you have done the hard work at this stage,but the offer and onboarding phase can often be the most complex and frustrating.Now,you must conduct salary and benefit negotiations,agreeing on a package acceptable to both.You may need to explain career progression o

48、pportunities,flexible working policies,and DE&I support.Your candidate will gain insight into how your organization operates,so make sure the first impression is good.Act quickly and be enthusiastic!Say it and write itKnow when to stopBe competitive and creativeA speedy job offer demonstrates decisi

49、veness.It shows you think quickly and respect the candidates time.Formalize your job offer in writing.Alongside agreeing on the starting salary,include additional details such as job title,job responsibilities,location,benefits,and flexible working options.Never imply more than you can deliver.Not e

50、very candidate is going to accept your offer.Some candidates may use tactics to try and drive a better offer.If you dont receive a positive response,try to understand why.Ultimately,youll need to decide when to persist or walk away.Always remember that your time is valuable,and you deserve respect.A

51、ny offer you make should be fair to the candidate and in line with the standards of your industry and your company.Some employers may struggle on salary,so go big on benefits such as financial incentives,including stock options,profit sharing and performance-related bonuses.Offering flexibility in w

52、hen and where candidates work can be attractive.#1#3#4#2Engagement strategies13Back to Job Seeker JourneyYou need to engage with talent whenever and wherever you can find it online,offline,in-person or remotely.You must create a compelling proposition that appeals to job seekers at every stage of th

53、e job seeker journey.Here are four things every recruiter and organization can do to boost their talent pipeline:To engage and attract talent,we need to use all channels to create connections,which means getting social.Twitter,Facebook and Instagram are opportunities to promote roles.If youre not ad

54、vertising online and getting serious about social media,youre ignoring applicants from every generation.Monsters Social Job Ad solutions are a simple way to add social promotion to your adverts to boost response.According to Glassdoor,79%of job seekers use social media in their research.Have you eve

55、r felt like a companys ads were following you online?Its called retargeting and can increase CTR by an incredible 180%.Recruiters dont have the time or scale to establish advertising networks,but at Monster,we do.The Monster Audience Network can place your job postings on websites where those intere

56、sted are likely to see them.We use online advertising strategies intelligently,offering opportunities to those searching for them without intruding on their privacy.Get socialAccess networks79%#1#24 ways to build your talent pipelineALWAYS BE RECRUITING14You bring your employer brand to life through

57、 your career site.If its dull,drab,and uninspiring,what will applicants make of it?You must develop an online and offline identity that inspires candidates.A poor user experience,unclear benefits,and difficulties applying could massively impact recruitment plans.In 2021,an incredible 70%of job appli

58、cations were completed on a mobile device.But are job seekers able to find opportunities online?Could job seekers easily apply using your website?All recruiters must ensure its simple and smooth to apply online on a mobile or tablet.Build an employer brand (and optimize your site)Major on mobile#3#4

59、70%ICompany profileEmployer branding has become an essential part of driving applicant response.Creating a robust and strong company profile on Monster will help candidates get a better sense of your employer brand and what opportunities you have to offer.See ProfilesJob posting best practiceAn effe

60、ctive job ad needs to be more than just a list of what you need.In this video well show you how to post the most effective Job Ads on Monster and some useful features we have available on the platform.Watch Video4 ways to build your talent pipelineALWAYS BE RECRUITING15The bottom line:reach out to e

61、mployeesIn the battle for talent,simply advertising a list of requirements wont be enough to attract the talent you deserve.You need to sell the position,culture and values to candidates in a compelling and proactive way.You need to think about recruitment as a race against time.So here are 5 questi

62、ons the experts at Monster recommend every recruit ask themselves:Being proactive in recruitment is the only strategy for success,but we know its not always easy.So,at Monster,we have developed a range of solutions for all recruiters.Can you and your business engage with candidates at the speed and

63、proficiency they demand?Is your brand proposition clear and compelling?Are you using all channels including social media,search retargeting and existing networks to attract talent?Do you make it easy for candidates to apply to your jobs?Do your processes enable you to make well-informed recruitment

64、decisions quickly?12345Managed ServicesIts our job to make yours easier.Whether you have a hard-to-fill position,multiple vacancies,need to control your costs or simply need some extra,expert,support:Monster Strategic Talent Solutions team can provide the flexible support to help.Find Out MoreALWAYS BE RECRUITING16