April 25, 2024

This paid piece is sponsored by Alternative HR.

Every employer hopes to attract, hire and retain great talent, but with ongoing low unemployment rates, it’s harder than ever to find the right candidate to apply.

In addition to a smaller pool to choose from, the average applicant has changed. Job seekers have higher expectations – they want competitive compensation and benefits packages, flexible worksites and more.

“The applicant is far more selective,” said Gail Anderson, Alternative HR’s operations coordinator and one of its human resources senior consultants.

“When it comes to hiring, there are a lot of boxes the employer has to check for a candidate to even want to consider the job opening.”

“The competition for applicants with a solid work history is fierce,” agreed Karen DeLange, Alternative HR director of operations and human resources senior consultant.

At a time when every step of the hiring process is critical in recruiting top-tier talent, employers frequently turn to Alternative HR for help.

Developing a recruitment and selection process is one of the fastest ways to get a competitive edge in the industry, said Holly Hansen, an HR and talent acquisition specialist with the firm.

“Creating a more effective hiring process will result in better company culture, a more developed talent pipeline and better employee selection,” Hansen continued.

Whether an employer is looking to hire a single person or staff an entire facility – at the entry or executive level – Alternative HR offers a range of services to meet an employer’s diverse needs.

Consultants are trained to help employers compete for great talent and can help with recruitment, screening, assessments, interviews and negotiations.

It’s up to the employer how little or how much Alternative HR is involved in the process. Unlike typical employment agencies and headhunters who charge a percentage of a first-year salary, Alternative HR tailors its services based on the employer’s needs and charges only for the services it provides.

“I tell our clients, ‘Your hands are on the steering wheel – just tell me what you’d like,’” Anderson said.

“Understanding our clients’ needs is key to finding the right candidates. We take the time to get to know each client and their preferences and requirements to ensure we make the best matches possible. We gather information through conversations, questionnaires and on-site visits. Knowing our clients well allows us to identify the candidates who will align with their needs and culture. Our goal is to not just fill a position but to create successful, long-term matches.”

After determining an employer’s requirements, Alternative HR can help write an enticing job description and post the job where applicants can find it.

“We make sure the job is listed on several platforms, social media and appropriate job boards and publications,” DeLange said. “An employer has to catch an applicant’s attention or else they will move on.”

To keep a job applicant interested and excited about the opportunity, an employer must respond quickly to set up interviews to review qualifications, DeLange said.

When it comes time for the pre-employment assessments like background checks and personality and skills evaluations, Alternative HR has the screening techniques, resources and best practices to ensure employers find the most qualified candidates.

Alternative HR consultants thoroughly review the candidate’s application and resume, assess skills through interviews and tests, check references and verify qualifications. They have the tools to complete a variety of background checks, including criminal history, credit history, motor vehicle records, employment and education verification, and reference checks.

“Pre-employment screening can help to improve hiring decisions by providing our clients with a more complete picture of a candidate,” Hansen said. “This process is important in helping our clients identify the best candidates for positions as it can help reduce the risk of hiring unsuitable or unqualified individuals.”

Some of the assessments Alternative HR offers include DISC, which measures how a person does what they do and creates a language around observable behavior, improving communication, engagement and self-development; Emotional Quotient, which gauges a person’s emotional intelligence and maturity; and Driving Forces, which defines and identifies what motivates people.

“Having the right people in the right positions is a business necessity,” Hansen said. “You need to understand applicants before you hire them, and our assessments help with that understanding.”

When an employer is ready to interview an applicant, Alternative HR consultants can provide guidance for the interview, participate in the interview or actually lead the interview on behalf of the client, leveraging their expertise in conducting thorough interviews.

“We’ve honed our interviewing skills over many years, and we focus on understanding the candidate rather than just ticking off the questions,” Anderson said. “Interviews can become robotic if not done thoughtfully. Our experience allows us to recognize subtleties and lead meaningful conversations. We aim to understand if a candidate is the right fit for the role and how they will contribute to the company culture.”

Alternative HR’s recruitment strategy guarantees employers will attract high-quality candidates who will enhance the overall long-term success of the company.

“We have the time and experience that it takes to find the best people in the most efficient way,” DeLange said. “We do the ‘busy work’ of the hiring process and allow our clients to focus their time on finding the best candidates. We strive to support both employers and candidates throughout their journey, ensuring mutual satisfaction and success.”

To learn more about Alternative HR, visit alternativehr.com, or call 605-335-8198.