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Tight Talent Market Nationally Means Creative Sourcing Strategies to Stay Competitive

by Jessica Nelson | Jun 29, 2017

With the national unemployment rate at its lowest since 2007, currently 4.3 percent, and the KC region sitting at 3.9 percent unemployment, companies are working harder than ever before to attract top talent to their organizations.

CRR Cerner 2017

This morning, more than 40 recruiters representing KC’s top employers joined us for a TeamKC Corporate Recruiter Roundtable where they shared insight on navigating “wants” and “non-negotiables” for mid- to senior-level passive candidates, as well as creative sourcing strategies for these individuals. Below are key takeaways from the discussion:

Transparency

Develop trust with the candidate through candid conversation regarding the job opportunity, as well as the current state of the company and the future of the organization. Help them see and understand all of their potential options. 

Competitive Employee Benefits

The non-monetary benefits are more important in some cases. Re-inforce key aspects of your organization that your current employees value including flexibility, days of giving, professional development, etc. 

Don’t forget to mention unique things your company does to support its employees; for example, a celebration to recognize when an employee becomes a U.S. Citizen.

Sufficient Relocation Support

Beyond financial support, help candidates and his/her family find their sense of community in Kansas City through customized “look-see” visits offering an in-depth experience of Kansas City.

Partner your candidate with a colleague who has similar interests who also recently relocated into the market. This persona can share his/her experiences and tips for navigating a move to a new city.

Creative Sourcing Strategies

Make it personal. Research candidates’ professional and social goals to highlight how his/her career and lifestyle aspirations fit into to living and working in Kansas City.

Consider reviewing industry-specific online forums to see where growth and downsizing is taking place across the country, and tap into affinity groups like alumni associations hosting networking events.

Keep strong relationships with past candidates – even if they didn’t accept an offer with your organization – to leverage their networks for potential talent.

Thank you to Erin Dill, senior team lead of Cerner Careers at Cerner Corporation, and senior co-chair of the TeamKC Advisory Board, for hosting us. To learn more about TeamKC and its recruiter roundtables, contact Jessica Nelson.  

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