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Recruiting advice for many generations and how to appeal to a tight labor market

Jose Laurel, G&A Partners’ RPO director, recently participated in a discussion with host David Valentine about the multigenerational workforce and the recruiting challenges facing companies today for the HR Insider podcast.

Below are some highlights of the conversation:

What’s it like in the workplace right now?

Laurel says it’s an unprecedented time in business right now, with more generations in our workforce than ever before. Everyone from the Traditionalist generation to Gen Z is working together, side by side.

With unemployment at the lowest it’s been in decades, finding top talent is complicated. You have the older generations retiring and moving out of the workforce and the younger generations are growing. This presents challenges, particularly for employers looking to recruit and retain the best employees.

Want to know more about the different generation types and how they operate in the workplace? Check out this infographic.

How should companies meet the growing demand for employees?

First, companies need to understand their own environment. Today’s workers need more – not money, per se, but they need to feel like their jobs have meaning and that they themselves have purpose. Identifying the needs of your company’s workforce and figuring out how to address them is crucial for attracting the best talent available.

Then, once you have identified these needs, you can make a process for continuing to build your workforce. “If you are not always recruiting, you will be behind the curve,” says Laurel.

Finally, identify the technology that supports your strategy and align the two. Then focus on how that helps develop the individual, because it’s the human capital that is worth the most in your business.

How does branding and recruitment go together?

Branding isn’t just an issue for sales and marketing professional anymore; recruiters and HR professionals need to be equally as concerned with their company’s employer brand.

The simple truth, however, is that most companies don’t have the automatic brand awareness that larger, national or international companies can rely on to attract workers. Smaller and lesser known company instead need to actively work on building their employer brand and getting name recognition as a top employer – even just within their industry – to be competitive in today’s tight labor market.

Get more insight and tips from experts about how a strong company culture and employer brand can help your company compete for top talent: #HRTailgate Recap: Competing for Top Talent.

What advice would you give to attract the younger generations coming into the workforce?

Companies should offer unique things that appeal to a diverse group of potential employees. It’s not always about the money, which is different from what the older generations used to think. Do you provide career paths, great benefits, support continuing education? If every salary is competitive, how do you distinguish yourself?

Management is part science, part art, says Laurel. More thought goes into management than ever before. It’s not just about the end product; it’s about making sure you are supporting the individual.

Laurel says, “Developing each and every employee you have… should be the goal of every executive, every business owner.”

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