Tag Archive for: hiring trends

5 Emerging Trends to Attract Candidates in 2023

Finding the right talent has always been important, but it is even more crucial in a tightening labor market affecting the Twin Cities. While we have seen some slack return to the U.S labor market, Minnesota is among 39 states experiencing increased labor market tightness compared to pre pandemic levels according to recent LinkedIn data.

Due to this uncertain economic outlook, local businesses are finding increased competition to attract a select pool of candidates to fill positions quickly. It is imperative that hiring managers revamp their recruiting strategy to attract the right candidates and set them themselves apart from the competition. Doing so will prepare them for the future and ensure success.

Here are 5 trends that candidates are looking for in their job search.

1. Remote/Hybrid Opportunities

The Minnesota job market is facing a tight labor supply, making it increasingly difficult for hiring managers and HR professionals to attract job seekers. To effectively compete in this changing landscape, employers must be willing to adapt their recruiting strategies to meet the demands of job seekers. One such demand that has become more prominent over the past year is increased interest in remote and hybrid opportunities. With many people having already experienced working from home during the pandemic, there’s now an expectation of flexible work arrangements as part of any new position they consider.

Gen Z in particular tends to gravitate towards hybrid over remote positions. During the pandemic they were forced into remote opportunities and are perhaps not eager to return to that solace. Hybrid work offers them both in-person connection and remote flexibility. By taking these needs into account when crafting recruitment plans, organizations can ensure they’re best positioned to draw top talent even during times of low labor availability.

2. Candidate Engagement

Attracting job seekers in a tight labor market can be challenging, but there are strategies that when implemented correctly can help employers stand out from the competition. One of these strategies is incorporating candidate engagement into your recruiting process. Candidate engagement involves actively engaging with potential candidates throughout the recruitment process by providing timely feedback and updates on their applications or inquiries. This strategy not only helps to keep top talent interested but also ensures that the application process is short and sweet for everyone involved. With unemployment rates at historic lows across Minnesota, it’s essential for hiring managers and HR professionals to make sure they have an effective candidate engagement strategy in place if they want to attract quality job seekers.

3. Comprehensive Benefits Package

In today’s competitive job market, businesses need to be creative to attract the best candidates. With the cost of goods and services rising, many potential job seekers are looking for higher pay to offset these costs. However, not all businesses can afford this, which is why leveraging a comprehensive benefits package is key for attracting job seekers. By offering things like PTO, mental health and wellness services, as well as Employee Assistance Programs (EAPs), employers can create an attractive package that will draw in quality candidates while also helping them feel secure in their new position. Such an approach not only helps you draw in top talent but also shows job seekers that you value their well-being. Additionally, offering generous benefits can help with retention rates as people will be more likely to stay if they know their employer cares for them beyond salary alone.

4. Future Career Path Development

Candidates want to know that there is room for growth and advancement in the companies they work for. When advertising job openings, emphasize the career development and professional growth opportunities that come with the job. Encourage current employees to give testimonials about their experiences with professional growth and how working for your company has helped them. This helps to establish your company as a place where people can grow and develop their careers.

5. Focus on Company Culture

More and more job seekers are looking for work that aligns with their values and goals. Local businesses can fulfill this need by advertising their company culture in their job openings. This shows candidates what is it like to work there which promotes a sense of transparency. By showcasing the core values and mission of your organization, you’re better able to attract job seekers who align with those values and have a greater chance of becoming successful long-term.


At Award Staffing we strive to provide our clients with the most up to date market data to inform your business decisions. Contact us or view our services to see how we can help you succeed!

How to Appeal to Women for Skilled Trade Jobs

We hear from our clients all the time that skilled laborers are in high demand. Companies in Minnesota and beyond have had difficulty finding enough skilled laborers to fill their positions, positions that will be in high demand for at least the next decade.

While companies are struggling to staff for skilled laborers, a powerful statistic may reveal part of the reason why. While 51 percent of the population is women, only 3 percent of people working in the skilled trades are women. We see this first-hand in the applications we receive and the staffing we do for our industrial clients.

Encouraging more women to enter the skilled trades is a win-win for employers and job seekers. Encouraging more people, in general, to learn a trade boosts the available talent pool. Hiring more women and increasing workforce diversity helps bring a variety of different strengths and viewpoints to the company. Working in skilled trades offers women a steady career with strong wages and development opportunities.

Here are three steps we’ve seen Twin Cities businesses take to encourage more women to join their workforce.

Design a pre-apprenticeship program

A major reason why women aren’t taking skilled labor positions is because they aren’t being trained to do so. Many women simply aren’t introduced to careers in electrical, welding, HVAC and construction. A pre-apprenticeship can help to make that introduction.

According to the U.S. Department of Labor, a pre-apprenticeship is a program or set of services designed to prepare individuals to enter and succeed in a Registered Apprenticeship program. These are designed to be starting points for underrepresented workers to help prepare them for a successful career. It can help you to identify candidates for the apprenticeship program, and eventually a full-time job.

Promote job security

It takes commitment to learn a trade. Let women know that their training will be worthwhile by promoting the job security in skilled trades. The high demand for skilled workers means that knowledgeable employees will be in-demand for years to come.

Many trade jobs are union jobs, which offers additional workplace protections. Union workers are less likely to experience the pay gaps they might in other industries. Some skilled trades boast equal pay. Even in those that don’t, women still earn a whopping 91 to 96 cents for every dollar that their male counterparts earn on other trades, compared to the average 81 cents per dollar. It’s important to strive for parity, and skilled trades are leading the way.

Partner with an organization

There are plenty of other organizations who share your interest in encouraging more women to enter skilled trades. Labor unions, federal/local/state government and nonprofit organizations are all eager to diversify the workforce. Find out if there are local organizations you can partner with on marketing efforts. For example, the Minneapolis/St. Paul chapter of the National Association of Women in Construction has excellent resources and events.

Hiring more women in skilled trades is good for the economy and good for your business. To learn more about how you can find the best-skilled trade employees for your Minnesota business, contact Award Staffing today.

What to Expect from Your Candidate Pool in 2020

Change is the only constant in life. After more than 30 years of staffing Minnesota companies, we know this all too well. This will be a big year for employers as they look to staff their companies amid changing technologies, geographies and politics.

Here’s what our staffing team predicts the hiring process will look like in 2020.

It’s an employee’s market

Talented and skilled employees are in charge. They have the power to select the jobs that are right for them. Companies will have to up their offers to compete and to recruit the most talented candidates. Competition isn’t just about building an attractive benefits package, but also advertising a strong culture. Companies need to present themselves as places where people want to be. These companies value their employees by promoting work-life balance and investing in education and training.

Candidates want a clear process

Job searches are tough. Candidates hate to spend a lot of time and effort applying without so much as an acknowledgment whether their materials were reviewed. The most competitive companies will have a clear hiring process that they relay through their staffing firm to ensure communications are clear and frequent. The clearer you are about your expectations and process, the more likely you are to find the right candidate.

Candidates are flexible with how they do their work

The assumption is that everyone wants a full-time job that comes with strong benefits. While that is ideal, it doesn’t fit everyone’s current situations. Some of your best candidates may only be interested in part-time work, freelancing or project-based assignments. They may want the flexibility to take other jobs or to manage other responsibilities like childcare. You might also be deterring candidates by not clarifying whether a job can be done remotely. Being flexible about how work is performed can help broaden your candidate pool.

Pedigree is less important than potential

Job postings are notorious for having impossible-to-meet requirements. Oftentimes entry level jobs demand college degrees and five years of experience. This eliminates perfectly capable candidates who could quickly learn the skills needed if the company invested in on-the-job training. Instead of focusing on finding a mythical ideal candidate, consider how you can train current and new employees to create the workforce your company needs.

Salary history is off-limits

Although there is no law on the books in Minnesota (yet), more and more states and cities are passing laws making it illegal to ask about a candidate’s salary history. This question can lead to companies underpaying candidates based off of their previous income. It can also eliminate qualified candidates who previously earned more but are willing to take the pay cut to work for your company. While this is technically still legal, you may want to reconsider how you structure your applications and interview process. What’s most important is the value the candidate could bring to your company right now.

If you’re curious about how your company can stay competitive with its hiring in 2020, Award Staffing can help. Contact us today to learn more.