Recruiting in 2023, Aussie Style!
Dec 19th, 2022 | Hire Wire
As we reach the end of the year and finalize plans to launch into 2023 strong, it’s a great time to take a hard look at your organizations recruiting strategy. Candidates are in short supply and even with lay-offs popping up and continuous talks of recession, there is still a tight recruiting market. Recruiters are working hard to innovate and start conversations with new candidates. Perhaps 2023 is the year to “flip the script” on the Great Resignation with a Boomerang Program!
When you think about Recruitment Strategy, the organization should have a well thought out, multi-prong approach. As we witnessed so many employees making changes in 2021 & 2022, maybe this is the talent pool to recapture and put at the top of the list among the other recruiting sources for 2023:
- Boomerang Program
- Online presence – job boards, LinkedIn, Social Channels, etc.
- Campus/College program
- Referral System (internal or external)
- Contract Recruiter relationships
Every company sees high performers leave at some point. Those employees you typically want to preserve but if you can’t, why not try to bring them back? Make them a Boomerang employee, someone that exited the organization and determined, for whatever reason, they had a desire to return and get rehired. Against rehiring? Don’t be:
- Former employees know process. Depending on how long they have been gone, there is usually a very short ramp up and retraining period.
- They understand the culture and if they are open to returning, the odds are in your favor that they also have a renewed VALUE of and for your organizations culture.
- A known commodity. A former employee already has a track record and performance history. As the employer, you know what you’re signing up for when you make a rehire.
What could a Boomerang program look like? It takes a few simple steps:
- Retention first – if an employer can preserve a top performer, that is the best-case scenario. Always keep an ear to the ground. Invest time and energy into engagement.
- Exit Interview – As the questions to determine why they are leaving, what they value and how they are going to achieve their goals within their next role. If you don’t ask, they won’t tell.
- 30/60/90 Day pass – This might be risky if you replace them in this window. But, if you have a Super Star, it might be right to extend this offer. Simply put, if they find that in 30, 60 or 90 days from their departure that the “grass isn’t greener”, the door open for their quick return.
- Alumni List – While not everyone that departs and organization is someone that would be considered for rehire, there is value in keeping in touch with former employees. They can be referrers for future employees. Consider having an event once a year for the Alumni to “return home” to network with new employees. Be sure you pay special attention to those high performers as this is a great time to approach about coming back. That Alumni list of former stars can also be your first “go to” list when you foresee a hiring need!