Trends and Best Practices for Auxiliary Staff Recruitment
Travis Walker welcomed Krystal Speed of Your HR Strategist to the SPARC Effect podcast to share her expertise on planning for the upcoming busy season of auxiliary staff recruitment. With a background in education and auxiliary work as well as human resources, Speed offered a wealth of insight into current HR trends, best practices for employee support and well-being, and how to take a human-centered approach to hiring and retention. Below is an outline of important takeaways Krystal brought to the conversation.
Key Trends in Human Resources
- Employee Well-being
More than ever, organizations are working to ensure their staff feels supported and know how to ask for what they need to bring their best selves to work.
Schools often provide great support for students who need accommodations. Now, organizations are strategizing how that support can be mirrored for employees. New staff, especially those who may be in their first job, often don’t know what support is available or what they can ask for. Implementing staff support—and communicating what is available to employees—is crucial for their well-being and employee retention.
- DEI
Diversity, equity, and inclusion policies and practices are vital to any organization that is looking to attract the best people. Gen Z potential hires in particular want to work for organizations that take a proactive approach to inclusivity, especially with regard to identity and orientation.
- Total Rewards
Potential recruits want a more diversified package that includes compensation and benefits. Pay transparency and lifestyle benefits, especially for younger staff, are becoming key factors in the hiring process.
- Employer Brand
Organizations are taking a closer look at their reputation and how they are perceived by potential hires. They are leaning in to social media to communicate their brand, what they stand for, and how their stated mission and company culture align with employee expectations.
Successful Recruitment Strategies
- Pipelining
Get candidates in your recruitment pipeline early. Solicit applications for open positions as long in advance of hiring season as you can.
Keep returning staff in the pipeline with consistent communication. Let them know that you appreciate their work and there’s a role waiting for them next season. Ongoing communication means they always know whom to approach with questions, keeps them excited about the position, and gives them time to let you know if anything in their life changes.
- Developing Employer Brand and Reputation
Leverage social media to show what it looks like to work for your organization. Use photos, videos, and employee testimonials to get potential recruits interested in applying. Show them what they can expect if they work for you and do it all year—people will remember you when they’re looking for a position.
- Efficiency in HR vs. Candidate Experience
It can be a challenge to balance creating a hiring experience that allows candidates to shine but doesn’t take up too much of the hiring staff’s time and energy. As much as possible, it is best to prioritize what will keep potential hires engaged throughout the process. Since auxiliary works so much with younger staff, key strategies include using video applications, text messaging, and making the process mobile friendly—many candidates will use their phones to apply for positions.
Streamline the process for hiring staff by deciding what are the fewest steps needed for them to make an effective, informed hiring decision.
- Employee Retention
Be intentional about helping your staff visualize a career pathway within your organization. Perhaps they want to develop new skills or have more responsibility that would help them develop professionally. Be flexible about changing roles for qualified employees who want to stay on but would like to try something new.
- Alumni Programming
Keep communication lines open with alums. Try to connect with them during holiday breaks when they’re back home. Consider what you can offer to support them—resume writing assistance, skill development workshops, or other support that lets them know you’re invested in their growth. Start early with communication and ensure that they always know whom to contact with questions.
When asked her final piece of advice, Krystal stated that we should be intentional and strategic with our planning. She emphasized centering the candidate and the employee experience and to let that drive your staffing and support strategies. As she summed it up, “Let’s just be good humans first.”
Krystal Speed is the CEO of Your HR Strategist. You can find her on LinkedIn.