Parents who left the workforce for a few years can offer employers experience and a wealth of knowledge from their former professional life. (Photo: Getty)
In September 2018, the unemployment rate dropped to 3.7 percent, the lowest it's been since 1969. Even if that rate has ticked up a bit by the time you read this, chances are we're still at historic lows of unemployment, and that you, as an HR leader tasked with filling new positions, are feeling it.
Finding top talent can be a challenge on a good day, which makes today's hiring environment all the more challenging. When the usual pools of applicants run dry, it's time to get creative. Here are three groups of potentially talented candidates we often overlook.
1. Stay-at-home parents who want to return to the workforce
Parents who left the workforce for a few years can offer employers experience and a wealth of knowledge from their former professional life. After a hiatus, moms and dads are often energized and excited to get back to what they were doing before changing diapers.
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Finding them, however, may require some creative tactics. The parents who are already actively looking most likely registered on all the job boards—so keep posting—but to reach this demographic most effectively, pull out the stops. First and foremost, consider an employee referral program. Your current employees are often the best recruiters. Additionally, you may want to advertise job postings on community boards (municipality, school), social media groups (including “mom” and “dad” groups) and in local parenting magazines.
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