It’s no secret that this might just be the toughest hiring market in memorable history. There is a shortage of labor, and companies are losing talent as part of the “Great Resignation.” Your organization needs to attract and hire great talent, but it’s often a struggle in today’s market. Here are three ways to find great talent in a tough labor market.
Source from Everywhere
When finding great talent is tough, it’s essential to earnestly utilize multiple sources instead of generally relying on one or two recruitment tools. You’ll also have to think outside of the box on where candidates are. This might mean posting job opportunities at high schools, senior centers, or college campuses. Other companies might not be going after this demographic of candidates, which will open a new talent pool for your organization.
Being open to hiring younger or older candidates. These demographics can sometimes tend to struggle when it comes to landing a job. Younger candidates often get passed up due to their lack of experience and are looking for a company to take a chance on them. Oftentimes, these younger candidates are so eager to prove themselves they go above and beyond once hired. Older candidates too often struggle to land a job as they get passed up or become frozen out of the job market. Looking at younger and older candidates is a great way to find more talent for your organization.
Hire on Ability, Not Just Experience
It’s slowly becoming more common for companies to stop qualifying candidates based on specific degree requirements. What’s being coined as “new collar workers” are candidates who have related skills or are a culture fit but lack the job’s specific requirements. Of course, you can always train for a job’s hard and fast duties, but you can’t change how much passion or motivation someone has for their job.
Offer Flexibility
While COVID has definitely accelerated the scale on which companies offer some form of flexibility for their employees, many organizations still require their staff to report in person during traditional working hours. This means there are many passive job seekers who would be willing to leave their current role for a company that supports more flexible work schedules. When companies allow potential employees to fit their work around their needs, a whole new pool of passive job seekers will become part of your candidate pool.
When companies begin shirking some of the more traditional or rigid “rules” of finding talent, they’ll open themselves up to a larger pool of talent. This may mean not every hire made will be the right one, but more often than not, the right fit will come along who may not have found your organization otherwise. When it comes to finding top talent in a tight market, source from everywhere, focus on ability over experience and offer flexibility.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Even if you enjoy your current job, there have probably been times when you’ve considered leaving. Being a passive job seeker is different from an active job search – generally, since you’re not “in need” of a job, you have more flexibility and time to decide whether a new position is worth the career move. Here are five tips for landing a job as a passive job seeker.
Update Your Resume
Even if you’re not actively job searching, you’ll want to keep an updated resume on hand. Keeping your resume up to date frequently will save you time if you happen across a job you want to apply for – or if you’d need it unexpectedly. In addition, any time you change jobs, have a title change, educational change, or skills change, you’ll want to capture it on your resume.
Start Networking on Social Media
You can network leveraging social media beyond LinkedIn! Social media sites like Facebook or Instagram are a great way to start building a personal brand for yourself and connect with former colleagues to build your network. Having a strong personal brand can make you an appealing candidate, and some companies may even come to you.
Research Companies that Interest You
You probably have a list of companies you’d love to work for – start doing some research on them! Learn what you can about the company culture and any current openings by visiting their websites and searching sites that host company reviews like Glassdoor. You can also set up specific company email alerts through Indeed. This will send you an email whenever your target company posts a job.
Check Job Postings
If you’re passively job searching, it’s a good practice to check job listings weekly or every few days. You’ll then be able to selectively apply for only the jobs that genuinely interest you or are a good fit for your skills and experience. In some job search engines, you’ll even be able to set up profiles where you can input your interests, skills, experience, and qualifications, so you’ll get email notifications when a job that matches is posted.
Prepare for Interviews
Being interview-ready will still be an essential part of a job search, whether you’re actively or passively applying. You’ll want to prepare for an interview by practicing answering common questions, having a list of questions to ask the hiring manager yourself, ask for references, so you’ll be ready to share those as needed, and a plan for how you’ll coordinate interviews in your current schedule.
If you’re on the fence about finding a new job, you’re not alone – in fact, tens of thousands of individuals just like you are also considering it. It’s what’s becoming known as the “Great Resignation.” Being a passive job seeker affords you more opportunities to find a job and a company where you’ll enjoy what you do and have more chances to grow. These five tips will help you in your passive job search.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Finding talent in today’s market is some of the most challenging recruitment in memorable history. Organizations are facing labor shortages and waves of resignations in their search for new talent. One way to attract and hire great candidates is to have inclusive job descriptions. In addition, having inclusive job descriptions opens up the candidate pool since a larger demographic will be more likely to apply. Here are four elements of an inclusive job description.
Limit the Number of “Must Have” Qualifications
It can be easy to include a laundry list of qualifications to bring in the best candidates. We’re challenging this and trimming down the “must-have” requirements. Studies have shown that while men are more likely to apply to positions where they meet up to 60% of the qualifications, women are more hesitant to apply unless they meet 100% of the requirements.
Having a seemingly never-ending list of “must have” requirements will not produce your “dream candidate.” Narrow the list down to around three to five “must haves,” and you’re more likely to glean a larger, more diverse candidate pool. The more extensive and more diverse the talent you’re attracting, the more likely you are to find that dream candidate!
Stay Away from Gender-Coded Language
The wording in your job descriptions can actually dissuade some candidates from applying. So, being mindful of the language being used when writing your job descriptions can make a significant difference in the diversity of your applicant pool. Often, the language can be “gender-coded” unknowingly or unconsciously. However, not being aware of it will limit women, minorities, and members of the LGBTQ+ community from applying.
To make your job descriptions more inclusive, remove gendered language such as “rockstar” or “champion” or “guru.” These terms tend to lean more masculine, which can leave some applicants feeling excluded. Instead, stick to terminology that truly represents the position. For example, instead of titling your job something like “Champion of Customer Needs” to simply “Customer Service Representative.”
If you’re unsure how your job descriptions skew, you can use online tools such as Textio Hire or Gender Decoder. These programs can scan your job descriptions and alert you if there are any gender-coded terms you’ll want to change out.
Highlight Your Commitment to DE&I
While most organizations use the generic EEO boilerplate at the end of their job descriptions, making a statement about your commitment to diversity and inclusion can be much more impactful to applicants. Put your commitment to DE&I in your own words into your job descriptions. Be authentic and honest, so if your organization hasn’t made concrete plans or made noticeable strides in this area, don’t write something about DE&I that isn’t going to be entirely accurate.
Avoid Corporate Jargon
Every company has its own internal lingo or jargon its team is familiar with – however, your applicants will not be. Avoid using unnecessary corporate jargon when writing your job descriptions. Using words that applicants won’t be familiar with can make them feel unqualified and won’t apply. This obviously limits your pool of diverse candidates – which ultimately can hurt your bottom line.
Using unnecessary corporate jargon can make applicants feel like an outsider to the organization. For example, instead of using acronyms or terms only your internal team is familiar with, aim for universal wording, like “pays attention to details” or “personable with customers.”
Having inclusive job descriptions can bring in more candidates, which means more talent to choose from when hiring. DE&I is one of the most important factors candidates look for when applying for jobs, so having a limited list of “must haves” qualifications, removing gender-coded terminology, stating a commitment to diversity and inclusion, and avoiding corporate jargon are great starting points for writing inclusive job descriptions.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Finding a job doesn’t happen overnight! Applying to jobs is filled with highs and lows. There will be moments where you’ll feel like you’ve aced it or are right on track to getting hired, but there will also be times when you feel defeated and want to give up. To keep yourself from getting discouraged as a job seeker, it’s important to understand the hiring process.
A Job Description is Written
Once an organization knows they have an open position they need to fill, the hiring manager will write the job description. A well written job description will have a clear title, concise summary of the position, 5-7 bullet points outlining the duties and responsibilities of the job, and a closing paragraph about the company.
The Position is Posted
After the job description is written, the hiring manager selects which recruitment platforms to post the open position (Indeed, Monster, ZipRecruiter, website, and/or social media). The hiring manager may also select a few traditional platforms to post the job, such as billboards or local newspapers.
Candidates Apply and are Reviewed
Candidates are funneled to the hiring manager via the recruitment platforms they posted the job to. The hiring manager then takes time to review the applications and resumes to select the best candidates for an interview.
Hiring Managers Conduct Interviews
Now that the hiring manager has made their decision on which applicants they’d like to speak to further, they schedule a time for the interview. After an initial round of interviews, the hiring manager will decide if the stand-outs will need to have a final round of interviews or if an offer can be made. The hiring manager will also check references during the interview process.
The Job Offer is Given
Once the interviews have been completed and the hiring manager knows which applicant they’d like to offer the position to, the official job offer will be sent. The candidate is usually notified by phone with a follow-up email with the formal offer letter sent after the verbal acceptance. After the candidate accepts the job offer, a start date and onboarding plan are agreed upon.
The New Hire is Onboarded
When the hiring manager brings the new hire into the organization, the onboarding process should begin immediately. From filling out the appropriate paperwork to learning the technology to sitting with other departments to understand the company – this onboarding is essential for setting up the new hire for success. After the initial onboarding, there should be 30, 60, and 90-day check-ins to ensure the new hire is adjusting well.
Understanding the process behind hiring can help you while job searching. When you have a good idea of everything that goes into hiring behind the scenes, you’ll understand why job searching takes time. No matter how quickly companies need to hire, there are still essential steps that must be taken during the hiring process to ensure the success of the organization and the candidates being hired.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Chances are, you want to be successful at work. You want to do well both for your own satisfaction and to impress your employer. However, being successful and productive at work requires more than just getting your duties done – it means being proactive about your own performance. Here’s what you need to know for how to succeed at work.
Be a Team Player
To succeed at work, you need to be able to be a team player. You must be able to work well with others both in your department and across the company. Team players tend to get noticed by leadership and often advance faster than those with a more self-centered approach.
Know Your Employer’s Expectations
When you understand your employer’s expectations, you’ll be able to not only meet those expectations but also be able to go above and beyond to impress your manager. You should also ensure you take the time to understand your company’s culture. How you ‘fit’ within the company culture and your working relationship with your manager are crucial. Make sure you are familiar with the values of the company so that you can demonstrate them effectively.
Be Willing to Take on Challenges
Your manager will always appreciate seeing you take on additional challenges. Volunteering for extra responsibilities shows you’re invested in your work and want to advance in the organization. While it may seem obvious, individuals who excel in their role will often go above and beyond what they’re asked to do and are willing to take on additional duties.
Have a Positive Attitude
No one wants to be around a negative person. On the other hand, having a positive attitude can significantly improve your success at work. Do your best to keep a positive attitude whether things are going well or poorly at work. Try to maintain a balanced viewpoint and resist the urge to complain to your coworkers about your boss or your job. Avoiding complaints or bad-mouthing others might work their way up to those higher in the organization. If there are recurring issues, find the right channels to suggest improvements. This could be proposing a new communication system, having a meeting, professionally confronting the problem, or going to HR.
Succeeding at work will help you advance your career. If you want to be successful in your job, be a team player, understand your employer’s expectations, be willing to take on new challenges, and maintain a positive attitude.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.