In the post-COVID landscape, a noticeable shift due to talent shortages is that the evaluation process has evolved beyond being a mere interview procedure; it’s now a comprehensive recruitment endeavor. Candidates, having multiple employment options, are assessing you as much as you are evaluating them. Thus, the initial step in a strategic approach to talent is to ensure a strong foundation in your recruitment process.
This begins with meticulously crafted job descriptions for each role. For an outsider unfamiliar with your organization, these descriptions should unmistakably outline responsibilities, roles, and performance metrics. We recommend having existing employees draft written job descriptions for all positions. Subsequently, the hiring process should be more robust than simple job postings and interviews. This is your opportunity to impress candidates through effective organization, punctuality, and transparent communication. Implementing these seemingly basic steps can set you apart in the competitive landscape of recruitment.
Moving on from the hiring process, attention should shift to the onboarding procedure. Engage in discussions with recent hires to gain insights from their perspective regarding what aspects were advantageous and where the process fell short. Often, organizations maintain the same onboarding approach for an extended period. This phase presents another avenue to distinguish yourself in the recruitment process.
Finally, when it comes to compensation packages, they should encompass more than just a basic salary. Clearly delineate all offered benefits. An emerging trend includes incorporating deferred compensation or post-employment benefits into compensation packages. A valuable resource in this realm is a member of Schneider Downs Advantage Retirement Solutions, who previously worked for the Internal Revenue Service in this domain. To delve deeper into the subject of deferred compensation, you can explore one of his articles at the following link: Incentive Compensation for Construction Industry Employers.
About Schneider Downs Construction Services
Led by a diverse group of shareholders and managers, Schneider Downs provides strategic and practical solutions for our construction clients in all facets of their business. Our dedicated team of more than 350 professionals have a wide background of tax, accounting, technological and business experience in the region, specifically in Pittsburgh and Columbus.
To learn more, visit our Construction Industry Group page.
