Is hiring easier in 2024 compared to the last few years?
It’s hard to say for sure, but it does not seem likely.
Robert Half’s research shows that 94% of creative and marketing managers struggle to find the talent needed, particularly in areas such as marketing automation and UX Design.
The following tips from the Salary Guide From Robert Half will help you crack the hiring codes with these five tips.
Be transparent and match your competitors’ salaries
You are not only competing for the same customers as other companies. All of you are competing for the same top candidates in specific roles. Offer industry-standard salaries to key positions.
Salary Guide offers a few examples of national midpoint salaries in marketing for key positions. These figures can be customized to fit your local market.
Don’t hesitate to give more when you can. Specialized skills are often in high demand in the digital marketing field.
Marketing managers are willing to pay more for people with skills in digital marketing strategy, research and analytics, and marketing automation (36%). Strategically, making better offers to employees with key skills could help your business grow in the long term.
Don’t let candidates in high demand guess what you are willing to pay. According to Robert Half, 42% of employees expect salary information upfront, and 57% will not continue with an interview if they don’t receive it.
By including salary information in your job postings, you can help candidates make more informed decisions and save both parties time.
Time is of the essence when it comes to hiring.
The race to find talent is not just a metaphor. In the last year, 83% of managers failed to secure a top candidate. 29% blamed this on taking too long to offer a job.
It is important to have time-saving strategies. Job postings should be clear, stating the work schedule and required skills. Inform applicants at each stage of the recruitment process to ensure a positive experience.
Make a competitive bid as soon as you find the perfect candidate.
Benefits and rewards benchmark
Is your total compensation package attractive to potential employees if you are referring to that competitive offer? Fourteen percent of marketers cite benefits as the top factor when considering a job. Even if your salary is top-notch, it may not be enough to make the difference between a successful hire and one that fails.
To build and retain your staff, benchmark the benefits and perks you offer and ensure that they are in line with what professionals want.
Robert Half’s research shows that the most desired perks are health insurance, paid leave, and retirement plans. Flexible work schedules, remote options, and remote business allowances also rank high. Look for ways to enhance or expand your services in these areas.
Flexibility is not a fad.
Many marketers choose between jobs based on the remote and hybrid options.
59% of managers report that they have had candidates reject jobs because remote work was not included. Marketing professionals, 65% in total, would expect to receive a higher salary if they were required to work every day.
Flexibility is also important for retention. Nearly half of managers (49%) have lost key employees due to a lack of remote working options.
You could gain a competitive edge by developing and communicating flexible policies to attract the best team. In your job advertisements and interviews, make sure to mention the flexible work policies you have in place, whether it’s full-time remote working, hybrid models, or more flexible hours.
The scalable talent model
A talent strategy that is scalable pairs permanent employees with contract professionals, providing managers with a flexible solution for staffing. Sixty-seven percent of creative and marketing managers intend to rely more on this approach in the future, particularly for areas like digital marketing, traditional advertising, design and production, and marketing.
There are some obvious benefits to adopting a talent-scaling model:
- Access to skills quickly. If you are looking for specialized skills, whether to launch a new project or kickstart a stalled project, contract professionals can help.
- Cost Savings By hiring professionals on a contract basis, you can turn some fixed costs of employees into variable costs, saving money on hiring, overtime, and training.
- Retention. By offering relief to permanent staff, you can avoid burnout or turnover during busy seasons. It also allows them to concentrate on their highest priorities and take breaks when necessary. If you are a retailer or an e-commerce company, for example, consider hiring contract professionals to help your team during busy periods like holiday shopping.
- How to avoid bad hires Contract workers keep projects moving while you search for the perfect full-time employee. Some contract pros might even end up being your next great hire.
Consider partnering with a talent solution firm to make the most out of the scalable model. It can streamline the process of finding, vetting, and hiring specialized contract professionals.