As the snow is melting, you might be turning your mind toward warm-weather staples like baseball, barbecues and hiring season. Yes, hiring season. As a human resources professional, you have probably noticed that it is easier to fill open positions in May, June and July. Smart Recruiters conducted a survey of 100,000 employees at 700 companies and found that these three months come with the highest number of job applicants.
There are a few reasons that explain why these months stand out. Many companies try to fill open positions by the start of summer, which often leads to a hiring increase. Most companies also do not want to leave roles empty through the summer months when many existing employees go on vacation.
Further, organizations have typically updated their strategic goals for the year by this time, which means there are likely new roles to be filled. The Bureau of Labor Statistics found in its 2018 “Job Openings and Labor Turnover Survey” that May and June are two of the months with the greatest number of available jobs.
While all of these factors are important, there is one particular factor that makes this time of year a prime time for hiring.
Spring Brings a New Applicant Pool
Most college students graduate in the spring, offering up an entire class of candidates who are ready for their first real jobs. While this time of year means more competition for job seekers, it also means better odds that you will find someone who is the right fit for your company. And unlike older applicants, recent graduates might be ready to start right away without risk of requesting a summer vacation.
Younger hires are also more gentle on your budget. Workers with years (or decades) of experience have higher salary expectations, so you might be able to save thousands of dollars annually by hiring even one younger candidate with fewer years of relevant work experience.
Less experience can be a strength. Younger job applicants are likely to be more adaptable and more eager to undergo extensive training when hired for a new role. Recent graduates are familiar with having to multitask and juggle numerous high-priority projects for their coursework, a lifestyle their more seasoned counterparts might have forgotten. They are also often equipped with a team attitude, chipping in to help their coworkers when others are feeling overburdened.
There is no doubt that you should be on the lookout for highly qualified applicants to fill your open positions come springtime, but how can you be sure that you stand out to job seekers? Follow these steps to ensure your company is on the radar of potential employees when application and hiring season rolls around:
Increase Your Visibility
Make sure your company is showcasing what it has to offer employees in the places candidates are searching. Where does the top talent in your industry usually find job postings? Your company’s openings should be on those sites. If you are seeking developers, for example, some search sites are better known for posting jobs in the tech industry than others.
According to Jobvite, 43 percent of applicants find jobs via a job board. Social media networks also prove to be a great resource. LinkedIn led to successful hires for 95 percent of companies, and some companies surveyed even found employees through Twitter or Facebook.
Create an Enticing Atmosphere
With so many job options to choose from, applicants are going to prefer companies with a positive culture that speaks to their values. Emphasizing your organization’s core values will attract candidates whose values match your team’s. Cultivating the company culture that so many people seek is all about attracting employees whose personal beliefs align with your team’s mission.
This connection can be established through your HR communications. Over 40 percent of job applicants get zero response from recruiters; even an automatic response is better than nothing. Be receptive to prospective employees reaching out to you over any communication channel — when a role opens up, you might have just the right candidate waiting in the wings. In fact, 55 percent of applicants have some type of relationship with companies before they apply.
Rely on Your Existing Employees
Who knows your workplace and its expectations better than your current team members? Showcasing the talented employees who fill your office is a good way to attract like-minded candidates. Having workers vouch for the culture and workload also assuages any worries job seekers might have about work-life balance or benefits.
Using your employees as brand ambassadors gives you a strong advantage. According to Glassdoor, 76 percent of job applicants want inside details on what makes a company a great workplace. Employees can also act as judges of character at marketing events or during in-office interviews.
Finding the right candidate can happen at any time, but you have a definite advantage in late spring and early summer. Put the timing and applicant pool to work for you, and use these three tips to find the right additions to your team during the right time of year.
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