Recruiting has no limits during a post-COVID hiring surge

Long story short: Recruiting has no limits during a post-COVID hiring surge

May 28, 2021 11:00 AM

As employers plan to make new hires, they’re thinking outside of the box.

Organizations are looking to tap into talent pools that will help them expand their DEI goals, provide opportunities for underrepresented employee populations and attract younger talent. Reaching these groups requires employers to rethink their benefits and their recruiting practices.

Our top stories from the week explore how HR managers are navigating these new challenges and working to pitch their offerings to a selective group of potential employees.

If you or someone you work with is an exceptional HR leader, EBN’s Excellence in Benefits Awards will highlight three standout individuals: one benefits adviser; one HR leader; and one innovator in the technology space. To submit your nominee, fill out this online survey by Friday, July 16, 2021.

If you want Gen Z, you’ll have to work for them

The pandemic may have cost Gen Z their jobs, but it won’t keep them from finding new ones — and they won’t be sacrificing their values as they search for their next career move.

Just as Gen Z wants to know what a company stands for before agreeing to work for them, they also want to know how any potential employer is going to support its own workers. Traditional benefits don’t really cut it. Instead, young workers are more likely to use offerings such as short term loans, mental health applications, daily pay features and fitness and weight management services than other employees.

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If you want Gen Z, you’ll have to work for them

The one benefit employers are overlooking can improve DEI programs

Employer-provided education benefits can offer support to underserved employees, helping them to overcome systemic barriers to higher education. Most job listings require a four-year degree, but having that diploma doesn’t necessarily mean someone is the perfect fit for that position. Someone with all the skills but no degree might not bother applying because of the prohibitive education requirement — and then both the prospective employee and the employer are missing out.

Bright Horizons partners with employers across the country to provide flexible and inclusive workforce education programs. Some of the company's clients have utilized these programs to invest in their people and create a more diverse workplace.

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The one benefit employers are overlooking can improve DEI programs

HR says employees with criminal records are beneficial, but still won’t hire them

A third of American workers have a criminal record, a potential roadblock for employment and career advancement. New research from the Society of Human Resource Management found that while HR managers are becoming more open to hiring these employees, more work should be done to overcome the stigma.

While 85% of HR professionals told SHRM that workers with criminal records perform better at their jobs compared to workers without criminal records, only 53% say they are actually willing to hire these individuals. Closing this gap requires that employers practice empathy and embrace the benefits this population can bring to their organization.

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HR says employees with criminal records are beneficial, but still won’t hire them

5 ways to diversify your recruiting and hire untapped talent

The expected hiring frenzy will coincide with an increased focus on building diverse and inclusive workforces, though reports show that good intentions don’t always result in action: a recent study by HireVue showed that while 100% of employers claim to be committed to improving diversity, just 33% have actually done something about it.

But there are plenty of organizations, businesses and resources ready to help companies make change, and it will require thinking beyond the standard definition of what DEI efforts look like. Here are five to explore.

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5 ways to diversify your recruiting and hire untapped talent