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Recruitment strategies become vital in a tight job market. Many companies succeed with recruitment strategies that include hiring non-traditional candidates.
- 1-800-Flowers meets peak period demands by hiring teachers and retirees on a seasonal basis.
- IBM turned to the National Technical Institute for the Deaf to find precision machinists. IBM also runs a recruitment program designed to recruit employees with disabilities.
- Concentra, a manage healthcare company, actively recruits the spouses of military personnel.
- Trade unions turn to National Association of Women in Construction to help them cope with the skilled labour shortage
- Alpine Access sets itself apart from traditional call centres that hire young male workers. The company instead focuses on hiring stay-at-home parents and retirees.
Sources for non-traditional employees include:
- Family, friends and contacts of your current employees
- Recent immigrants
- Former employees
- Homemakers
- Stay-at-home moms and dads
- Students — high school, college and university
- Older workers — those in their 50s often struggle to find jobs after layoffs, in spite of their tremendous experience
- Retired workers and semi-retired workers
- Military employees and their family members
- People with disabilities
- Ethnic minorities
- Newcomers to your community
- Telecommuters
- Part-time workers
- By looking beyond the traditional job market, your firm may be able to overcome the skilled labour shortage.
Tip:
Meeting business needs for hiring skilled and experience workers. ThirdQuarter provides access to the right candidates to jobs. Connecting firms to skilled employees over 50 years online at www.thirdquarter.ca Check it out.
