If you’re eager to hire the best talent right now, you need to know what’s going on in the hiring arena. Things are changing, and HR looks a lot different these days.
In this month’s newsletter, the biggest hiring differentiator companies can establish, how to get the word out you’re hiring and why you shouldn’t overlook a neurodivergent candidate. Read on.
The new differentiator: Flexibility
Forget about all the wild perks of yesteryear that companies used to entice young, talented workers into the fold. According to Future Forum, the most important factor in hiring right now — the one thing job seekers fixate on — is flexibility.
76% say they want flexibility in WHERE they work — from home, from the office, etc. And 93% want flexibility in WHEN they work.
If your company is still fixated on a 9-to-5, in-office mentality, you may be losing out on some prime talent.
How to get the word our you’re hiring
With hiring pretty competitive in a lot of industries right now, how are companies getting creative about gaining the attention of the best candidates?
Aside from hiring a recruiter (ahem), they’re getting aggressive in other ways. Take the hotel industry, which has launched a “Hotels Are Hiring” campaign to advertise the benefits of a career in hospitality.
Across digital, radio and print mediums, this campaign is hoping to entice more workers back to the hotel industry with news of more competitive pay, flexible scheduling, additional benefits and more.
Your company might already have some great things to offer, but how are you getting the word out? Yes, you should be calling us at Johnson Recruiting Group! But being proactive in other ways won’t hurt.
Neurodivergence can be an advantage
Neurodiversity embraces people who have different cognitive styles. What once may have been thought of as a “handicap” can be an advantage under the right circumstances.
Take autism. I recently read a story in Fast Company of a worker whose job is to diligently assemble parts for systems. Over. And over. And over. And he loves it. This employee has autism, and thrives in a situation that involves repetitive work with his hands.
What one employee might find challenging, a neurodiverse worker could excel at. Which is why the terms neurodiverse and neurodivergent exist in the first place. Rather than being a polite or PC way of referring to what we used to think of as a “problem,” these terms provide a fresh perspective, particularly in the workplace.
Stories of neurodivergent employees excelling in their jobs are inspiring because they demonstrate how diversity of all kinds is critical to making the world go round. Any stories you have to share?
This Month’s Must-Reads
Here’s a sticky question I’ve heard bouncing around: “Can we require employees to have childcare when they’re working from home?” Here’s what HR Girlfriends has to say
What racial bias is costing US businesses, from SHRM
Jobs offering hiring incentives have doubled in the last year, according to Business Insider: Bonuses are on the rise
I always love to hear about interesting HR news and leadership tips, so never hesitate to reach out with ideas or questions. Until September, have a great rest of your summer.
Johnson Recruiting Group