Emerging Topic

No Plans to Change Recruitment Strategy Despite Trouble Finding Talent

Recruitment Strategies Employed Over Past YearGraphic indicating which recruitment strategies were employed over the past year

In 2018, most small businesses needing to hire new staff say they looked to professional contacts and current employees to refer qualified candidates (84%). They also indicate relying on social networks (59%). A number of small businesses also say they recruited candidates partially by promoting or highlighting the benefits they offer (57%). Less than one-third say they used a recruiter (31%), professional networking events (30%), or college career fairs (28%).

Regardless of whether they searched for candidates, or how successful their search, three out of four small business owners say they do not plan to do anything differently to find qualified candidates in 2019.

Fewer than 10% of respondents endorsed adopting new recruitment strategies next year, such as finding new ways to advertise (6%), increasing pay (4%), adjusting the job description (3%), offering internships (3%), connecting with colleges (2%), working with headhunters (2%), or offering more benefits (1%). Among those who searched for candidates in 2018, two in three say they will use the exact same strategy to search in 2019.

It is clear that companies need to find innovative and different ways to attract and connect with talented candidates. Within manufacturing, for example, a Deloitte study recently suggested that possible reasons for the talent gap include retiring Baby Boomers, negative attitudes toward manufacturing jobs, and lack of apprenticeship opportunities. The businesses that find or create new avenues of recruitment in this industry; that connect with young people at earlier stages through colleges or trade schools; or appeal to new hires through creative advertising, internships or apprenticeships, will be the manufacturers that attract a new generation of makers to their organizations.