Recruitment strategies become vital in a tight job market. Many companies succeed with recruitment strategies that include hiring non-traditional candidates.
- 1-800-Flowers meets peak period demands by hiring teachers and retirees on a seasonal basis.
- IBM turned to the National Technical Institute for the Deaf to find precision machinists. IBM also runs a recruitment program designed to recruit employees with disabilities.
- Concentra, a manage healthcare company, actively recruits the spouses of military personnel.
- Trade unions turn to National Association of Women in Construction to help them cope with the skilled labour shortage
- Alpine Access sets itself apart from traditional call centres that hire young male workers. The company instead focuses on hiring stay-at-home parents and retirees.
Sources for non-traditional employees include:
- Family, friends and contacts of your current employees
- People looking to immigrate — try global recruitment
- Recent immigrants
- Former employees
- Homemakers
- Stay-at-home moms and dads
- Students — high school, college and university
- Older workers — those in their 50s often struggle to find jobs after layoffs, in spite of their tremendous experience
- Retired workers and semi-retired workers
- Military employees and their family members
- People with disabilities
- Ethnic minorities
- Newcomers to your community
- Telecommuters
- Part-time workers
By looking beyond the traditional job market, your firm may be able to overcome the skilled labour shortage.
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Tags: recruiting, recruiting advice, recruitment
