Regardless of the industry you are in, hiring top talents can help your business grow. Sure, you may have thought of competitive salaries and perks to attract them. But there are other ways to attract potential employees to work for your company.
There’s no one way to hire great talent and using the same strategies for all the positions you need to fill will result in a lackluster team. If you’re looking to build a team with members with diverse backgrounds, experiences, and skill sets, look beyond the job title.
Let’s agree that hiring hourly workers has always been a challenge, but it’s even harder at the moment. These are the people who showed up and kept the world running while the majority of us stayed home in 2020 and beyond. As a result, these workers are no longer accepting the status quo, because let’s face it—the world has changed!
Until recently, hiring hourly workers wasn’t that challenging, but after an extended period of time when many hourly workers were deemed essential, the tables have turned. So, who is the hourly worker and what motivates them? Download the PDF.
Nexxt, a talent solutions technology company, recently announced the results of a national survey of more than 1,200 job seekers which revealed what hourly workers want, the types of hourly jobs that are the most desirable, and who is most likely to search for an hourly job.
Think about the last job you applied to. What caught your eye in the description that enticed you to apply? Great job descriptions include the following: the job title (of course), a summary of the role, along with the responsibilities and duties so that your applicant can gauge their potential day to day. But with so many companies competing for talent, a hot topic that has been up for debate is if you should include the salary in the job description to increase applicants.
Have you ever interviewed a phenomenal candidate only to lose them once it came time to talk salary? It ends up being a major waste of time for all parties involved. You think you’re getting a stellar candidate and they think they’re getting their dream role. Companies are hesitant to list salary ranges in fear of losing potential candidates to competing employers but listing the salary range for a job can actually attract the best fit for your role.
HANYS Is Proud to Reinforce its Commitment to Helping Members Solve Complex Issues by Partnering with Nexxt to Help Manage Staffing Challenges
The Healthcare Association of New York State (HANYS) is pleased to announce that Nexxt, a talent solutions technology company, is the newest member of HANYS Marketplace™. Nexxt will help members source and hire the right people at scale for all roles at healthcare institutions across the state.
The phrase “You’ve got mail” was three and a half words that triggered a revolution. What started out as messages from Grandma and Grandpa and chain letters from friends has evolved, and now every company, charity, philanthropy, and social media is vying for the attention of inbox eyeballs on a daily basis. And as recruiters/agencies—the competition is just as steep.
Marketing job opportunities via email is in the same competition. 59% of marketers qualify email as the most effective channel to reach their targets and consumers prefer email 9 to 1 as to how to receive updates from brands. Just because it works doesn’t mean that all emails perform the same. What does an email marketing campaign need to catch the attention of the target candidates and compel them to click and apply?
Gen-Z is the generation born between 1996 and 2012. Currently the oldest members of this generation are 25-ish, which is the age when most people are entry level employees and are at the beginning of their careers. However, Gen-Z won’t be as eager to join your company compared to the previous generation—Millennials. There are some things companies should get aligned now that this generation are becoming job seekers.
The other day I was driving down the street and I saw a national pizza shop chain offering iPhones to new hires. I’ve seen signs in windows offering $500 to new hires. I was in a meeting with my boss talking about his niece who was considering signing a contract as a nurse for unlimited hours because the pay was too good to refuse. Everywhere you look—there’s a shortage of candidates and hires. What’s the best offering to get them in your pipeline?