Despite the rising unemployment rate, companies are still hustling to recruit and retain talent.
The process can definitely get overwhelming.
"With so many applications coming in, it has been tough for job seekers to figure out which positions are legitimate, leading to a lot of unnecessary clutter," says Illana Hernandez, the employee experience and talent acquisition manager at public relations firm Mission North. "For teams, a dedicated recruiter for each role can provide focused attention and improve the experience for everyone involved."
Mission North utilizes a number of strategies to keep the hiring process running smoothly. For one, after an initial automated email is sent out to applicants, candidates get personalized correspondence. The team is also clear about timelines and next steps and never "ghosts" a job applicant to ensure everyone leaves the process feeling valued.
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Meanwhile, A.Team, a members-only network of freelance product builders, offers its own way to make the hiring process better. It recently launched a feature, called Team Formation AI, that uses generative AI to match applicants with employers. The technology helps companies hire talent within days. Leaders have access to a pool of 11,000 potential freelancers who have already been vetted by the platform.
"A hiring manager's time is really spent trying to source the right type of talent — they're casting this wide net with all of these sourcing channels feeding into it," says AJ Thomas, chief experience officer in residence at A.Team. "With Team Formation AI, we take all of the things that we know about the tech talent we have and curate a matching process."
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Besides finding new talent, employers should also be striving to keep workers happy and engaged. Staff members with disabilities, especially those with what's called "invisible disabilities," are an often overlooked segment. In fact, only 1% of disabled employees reported having a visible disability, according to Mercer and Global Disability Inclusion. Over 50% reported their disability stemming from a mental challenge, 16% said it was cognitive learning disability and 11% said it was neurological.
And employees are often reluctant to report a disability to management for fear of discrimination and loss of opportunities. Given this, those with disabilities are more likely to become dissatisfied with work so it's imperative that companies connect with them.
"When someone with a disability is first hired, the [engagement] gap between them and those without disability is quite small," says Peter Rutigliano, partner and behavioral health practice leader at MercerWELL. "But after five or six years, their scores are lower and they are unhappy in general."
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Providing mentoring programs is another way to keep employees engaged. But these opportunities need to be quality and meaningful to have a positive impact. Technology is one way to lighten at least the administrative load. Chronus, a mentoring software company, helps employers avoid these pitfalls by offering over 13,000 automated development programs focused on solutions for retention, DEI, upskilling and engagement, which can be accessed on any browser and through their app.
Its AI-powered matching system uses employees' personalized profiles and purpose assessments to increase the odds of a strong mentor-mentee connection. All participation metrics are tracked so companies can see what is working and where improvements can be made. The platform also offers mentor training programs, educational resources and live support.
"We're all doing lots of different things, and what doesn't get measured doesn't get done," says David Satterwhite, CEO of Chronus. "The power of a formal, deliberate program is amazing; by using software you've invested in, you've been intentional, and it also allows you to track it so that you can see what's going on from an HR perspective."
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