The easiest way to increase your chances of landing a “big fish” recruit? Find a bigger pond.
The recovering economy, the changing face of the modern job seeker, and the changing needs of companies have created an imbalance straight out of an economics textbook — increased demand + decreased supply = competition soars. In a, 38% of employers reported “significant trouble” finding talent to fill positions. If you’re reading this post, you likely feel their pain.
In a world of Snapchat, Facebook, and constant email alerts, it’s easier than ever to expand your talent pool outside of your local area.
Some of these tactics include:
- Optimizing online job postings for discoverability
- Making use of social networks like LinkedIn to publicize job openings
- Earning national media attention with a great employer brand
When should you expand your search to include non-local talent? There are three huge segments of the population where you can really benefit from removing location as a requirement. Consider these 3 strategies to tap into national talent pools:
1. Scale your college recruiting.
More established applicants may be reluctant to uproot their lives, but that’s often a non-issue with recent graduates who have yet to establish themselves.
Many old-school recruiting tactics (like campus recruiting) can scale nationally and internationally with the right technology. Rather than relying on in-person events that require your staff to physically travel from school to school, consider online, mobile-friendly events as a way to reach more schools and encourage students to join wherever they are. (Psst — Brazen can help with this!)
2. Consider remote workers.
By 2016, expects 43% of Americans will work remotely. That’s 63 million people who can work literally anywhere. Ask yourself: does this job really require the employee to be on-site?
Research indicates that remote workers are often more productive than those who are stuck in an office. In a , 69% of surveyed employees cited higher productivity when working remotely. While not for everyone, in roles where remote work is feasible, including remote work in your team building strategy can attract new candidates, expand your geographical options, and ultimately save your company money.
3. Attract Millennials on the move.
More than any generation before them, Millennials crave adventure – and what’s more adventurous than moving across the country for a new, exciting opportunity? Historically, recruiters have often discounted applicants who don’t already live in the desired area (unless the position is high enough to merit the expense of relocation), but you’ll be pleasantly surprised by how many Millennials will pack up and take a leap of faith for a job they love. There are a number of recruiting best practices that will help you reach out to this generation specifically — we list 6 proven tactics in this post here.