Recruiters do their best to hire

A year since the United States began seeing record turnover, fatigued recruits have put everything on the table.

The recovery of the pandemic economy has proven to be a market for job seekers, with nearly 48 million people quitting their jobs last year and 76 million taking new ones. However, there are currently 11 million job opportunities in the labor market, according to recent labor statistics data, and approximately two jobs for every person looking for one.

“If today’s job market is a golden age for workers, it is a coal lump of coal for employers who are unable to adapt to the new world we live in,” says Pete Lamson, CEO of Employ, the parent company of several recruitment brands.

To make up for it, recruiters fight for hiring by advertising extremely high salary ranges, throwing out loud benefits and putting everything on the table to hunt down a candidate — before someone else rounds them up.

Big salaries front and center

Pay transparency is gaining momentum as companies in some states and cities, such as Colorado and soon New York City, are required to include their salary ranges on job listings. Angela Copeland, senior vice president of marketing at Recruiter.com, says more forward-thinking companies are advertising their salaries to attract talent.

And gangs are on the rise, too. Copeland recently heard about someone who was poached by a competitor and offered three times their current wages — they weren’t even actively looking for a new job, she says, “And the original salary wasn’t bad.”

Most people negotiate a raise with a new job, she says, but “going over the line, being more aggressive like that is a new phenomenon.”

Advertising higher salaries is very important for companies trying to find workers in person, says Erica Thomas, a technical recruiter in Palm Coast, Florida. If she’s flirting with someone who works remotely to get a job that requires them to be on site, “we might get nowhere,” Thomas says. But if you set a high salary range, it may be enough to convince them to take an interview. “If you say, ‘You’re going to be in the location and the range is between $118K and $130K,’ we’re talking now.” You might be interested in going to the site for that amount of money. ”

“You have 4 to 8 seconds to get the candidate’s attention, whether he’s actively or passively looking,” Thomas adds. “People want to know the bottom line: how much they are going to pay them.”

‘Undoubtedly’ the bustling franchises are the winners

High salary and telecommuting are table bets for many job seekers these days, so employers strive to offer the latest and greatest, says Paul MacDonald, CEO of Robert Half. This includes setting a four-day-a-week workweek, flexible working hours (common among caregivers), paid vacation time with a salary (attractive in a high-inflation environment), and reimbursement for work-from-home costs such as phone and Internet bills.

Last year, Crystal Brown-Tatum, director of human resources in Dallas, She began rewriting all of her company’s job descriptions to achieve benefits first. People know what job and company they are applying to, after all, so why waste valuable time when they can be touting all the benefits they have to offer?

MacDonald says there is “no doubt” that giving exceptional perks into the mix helps companies finish their hiring time. According to Robert Half’s July 2021 survey of more than 2,800 senior managers, 48% offer signing bonuses, 43% give paid time off and 40% offer better job titles to attract new employees.

Lauren Rackley, 31, recently received a relocation bonus of $19,500 to move from North Carolina to Florida for a new pharmacy job. She had to move around the country for jobs before, but she never made more than $5,000. “It’s the best I’ve ever had,” she says of the show, which allowed her to get any money she didn’t use in the end while she was on the move.

Pioneer with hot offers

As the recruiter herself, Brown Tatum sees “fierce” competition from both sides. You’ve held two new jobs since the pandemic began and receive an average of two letters a week with what you consider an approved job offer – not so much as “Are you open to having a conversation?” But more than a promotion, “we have this job we want you to do,” she explains. Shortly before our call, Brown Tatum says she received one of these letters offering $40,000 more than her current salary.

Brown Tatum says it’s common for recruiters to try to respond to candidates within 24 hours of submitting them. With the rapid pace of closing offers, she saw as many as eight people leave one workplace within a month – each with six figures each. “When people walk away from a $100,000 job so easily, it lets you see how tight the market is,” she says.

Recruitment to the max

Recruits cast a wider net on LinkedIn by searching for people who have the right job title but are easy to meet education requirements, years of experience, or location. It actually makes the time to switch industries, says Lamson. “There is mobility in the workforce if recruiters can look beyond selection requirements and more about a worker’s ability, competence, and behavior.”

They also pounce on people who have been switching jobs recently to see if everything lives up to their expectations. If not, the recruits are hoping, maybe they’ll consider another move?

But they struggle with targeting and character as they try to expand their reach. Copeland has seen an increase in recruiters using LinkedIn to send potential video messages, up to 3 minutes in length, inviting them to apply. “It’s a really different approach and it takes a lot of time,” she says.

In some cases, recruiters may be willing to reconsider previous applicants and face negotiations they previously rejected.

Diana Haverlock, 25, lives in Medicine Hat, Alberta. I applied for a job as a production supervisor at a food manufacturing company earlier this year but knew it would be a contract job with no benefits, bonus or relocation assistance (it’s currently a 5 hour drive from the factory). It didn’t feel like a “safe offer,” she said, so she turned it down and said she hoped to eventually join the company.

Earlier in April, she saw that the job was still open and applied again. The recruiter called within weeks and made her an offer of full-time pay, benefits, bonuses, and transfer money—everything she’d previously wanted but was told no.

Havrelock hasn’t given them an answer yet. She’s also working in the HR position at the company, which can have better hours and more room to negotiate.

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