Not even living under a rock will prevent you from knowing what is coming up on November 3: The US presidential elections.

Whether you’re watching prime time television, morning news, checking up on social media, or reading emails, information regarding the presidential campaign will likely pop up. Check your Facebook feed, and a great part of what you see likely relates to a debate or town halls, the latest election headline, or comments against one candidate or the other.

The election is less than a week away and regardless of which side of the fence you fall on, some recruiting lessons are gleaned from this election season.

Here are 3 lessons to consider in your recruiting efforts as the election comes to an end, and you finish out a quite unforgettable 2020.

Honesty: the Best Policy

This year’s campaign has had it’s fair share of dramatic twists following a unprecedentedly challenging year as a result of the coronavirus. Issues regarding how to tackle the global pandemic, healthcare, a crippled economy, and federal taxes have all been hot button issues for both candidates to address.

Regardless of what unending ads for or against each candidate claim, most voters are looking for authenticity from either candidate when asked what their position is on a particular issue. After all: Honesty is the Best Policy.

The same practice holds true when it comes to recruiting.

Try to remember those days when you were looking for a job: just as you want to find the best talent, candidates want to know more about your company to see if it meets their expectations. One of the best ways to do that is by being honest, giving them as much information as possible up front. This will serve as an initial filter, as people who know all the information and are not interested will not show up. In terms of profitability, this means saving time and money.

Building trustworthy links with your candidates starts with honesty and open information from both parties.

Know Your Target Audience

While during this particular election season, many are fairly indecisive, there are still countless individuals that will never cross party lines. For the most part, you will see candidates campaigning with the audience representative of the majority of their supporters.

This is yet another area that employers should always consider when recruiting.

Today’s labor market is challenging because of COVID19, making it more and more difficult to find the right talent.

Fortunately, a survey found that “70% of US employees say they’re at least somewhat likely to leave their current company and accept an offer with a new company that’s known for investing in employee learning and development.”

What does this mean for your recruiting efforts?

It is important to know who your ideal candidate audience is, so you use that information to target those already employed and pull them over to your organization.

How do you define that audience? Consider conducting an internal survey to find out basic traits of your employees, their hobbies, likes/dislikes, etc. This information will help frame your target and perhaps even offer an idea of where you should focus your efforts. 

Social Media is as Powerful as Ever

Before we started living the challenges that COVID19 brought to the globe, Social Media was already playing a significant part in how candidates were communicating with voters during election season.

And today, more than ever, while we continue to adapt to a new normal, social networks have become a central platform that candidates use to earn their votes as health authorities are imploring society to follow social distancing precautions.

And while there are powerful tools available using paid advertising on social media, this year’s campaign is proving the benefit of free media.

Any guess as to where candidates look for information on an employer when looking for a job?

Read: The Secrets of Social Media Recruiting

Job seekers are increasingly looking to an employer’s social media presence to gauge the organization’s “culture code,” and determine if it is a desirable place to work.

Around 86% of workers would not apply for, or continue to work for, a company that has a bad reputation with former employees or the general public. As a result, it is more important than ever to ensure your Employer Branding is strong on social media.

Consider reviewing your social media presence and adding some culture to your pages as a way to tell people who you are as an employer. Learn more about ways to improve your employer brand here.

As November 3 approaches, the rhetoric and headlines will continue to top the news, and many will be glad when it is over.

In the meantime, consider these lessons when approaching your recruiting needs and strategy.

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If you are looking for some more information and tips on recruiting talent in today’s market, contact us today!

Whether you’re looking for professional recruiting services, engaging a contract workforce, or even looking for outsourcing solutions, we have the solution for your business. 

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