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Im getting a great deal of questions regarding workforce shortages. The causes are multi-layered- from the Great Resignation to the child care crisis to the Silver Tsunami. HR professionals have been warning about impending shortages for years. What can be done to better attract, recruit and retain talent in a tight labor market?

Humans have an amazing ability to turn adversity into creativity. There are many strategies to improve the chances to attract good workers, who have multiple offers coming in. Companies should see workforce shortages as an opportunity to reinvent their hiring practices. There is visible proof that only the best companies are winning over talent.

First, employers need to stop and ask, Would I work here? What is the workforce saying about my company? What is my companys reputation from employees perspective?

Realize that job seekers talk. A recent applicant refused a companys offer after learning the best friends dad worked there and was being treated poorly. I remember a law firm that had a tough time adding attorneys because of the managing partners terrible reputation and unusually high turnover.

Yet some companies report getting lots of resumes. How? Word on the street is they are a great company to work for. One that comes to mind is a food service and retail operation- the same industry having some of the highest job vacancy rates. Applicants tell us, Ive been waiting for an opening there. Word is they treat people fairly and pay well. Employers can use the presentation they provided to banks and turn that same sell towards recruiting. In the same way a banker is convinced to invest in their company, the message can be used to convince applicants to invest in them too.

Happy employees are a business greatest marketing device. Plus, good companies make sure they pay competitive wages and benefits, sometimes above market. They also make sure their website looks and feels like life at work. If your company is promoting diversity, make sure the website reflects it. The job posts need to be intriguing and inviting. Use social and other forms of media ads.

In todays world, be sure to add remote, hybrid or onsite next to the job post title. Job seekers are looking for this! If your companys employees work remotely, the good news is geography doesnt matter. Widen your net by placing postings in nationwide sites.

The hiring process needs to be examined to streamline, improve, and shorten it. Use of Applicant Track Software (ATS) can help greatly. The system helps filter candidates, takes notes, can grade the applicants, and maps out the next steps. If the process is too lengthy, there is a pretty good chance the candidate will be gone before your organization gets around to deciding. And dont ghost candidates. Thats another reputation a business can mitigate. Make sure there is a resume receipt letter and be sure to tell each candidate when a decision has been made.

Rotate and post jobs continually. Save all the runners-up and resumes in the ATS for future consideration in your company. Build your own applicant database.

To prevent candidates ghosting you, youll need to take nothing for granted. Ask them if they are expecting any other offers. Tell them why they should stick to their decision. Stay in constant communication with the new hire while on their notice period. Ask them to contact you if anything changes. Remind them on Friday the start date is this Monday at 8 a.m.

This is the start of the hiring process, not the end. Every company needs to have a fabulous orientation program. Make the new hire feel welcomed. Take all measures to acclimate them into the company. HR people call this a bonding moment aiding retention. The new hire is evaluating you just as frequently as you are evaluating them.

Train your managers! Ive seen the hiring or front-line manager totally blow up all the good work done to securing a new hire. Then live up to your reputation. Job seekers tell me they stay because the job met expectations. The job was actually better than the job description. Everyone is treated fairly and measured consistently. They have a chance to be heard and see how they fit in.

In a tight job market, employees have lots of choices. Its always the talent that leaves, not the under performers. Those people will stick with you until you do something about them. Implementing these tips will better your chances to secure workers that others are going after. Spell out why they should choose you. Be the Employer of Choice!

Rose Miller, local HR Thought Leader and Speaker can be reached at roseumbromiller@gmail.com

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Dig deep to find employees during Great Resignation - Times Union