It doesn’t add up. Months ago, headlines boasted record number of job openings, and yet, it seems like those who became unemployed in the pandemic are still having a tough time finding jobs. The Bureau of Labor Statistics reported that there are 8.4 milllion workers who are unemployed, but 10.9 million jobs open, and the rate at which people are getting jobs is lower than pre-pandemic. Oftentimes, the job seekers are perfectly employable, hardworking, qualified, and talented people. These people are reporting frustration - if they’re applying to jobs, they’re hearing crickets. If they worked in an industry that was heavily impacted by Covid, they’re hesitant to go back to an industry that gave them so little stability in the midst of extraordinary uncertainty. In this environment, it’s hard to tell which candidates are serious about their applications, and which employers are serious about their postings.
There’s no single party to blame. The bottom line is the job landscape is changing, and it will have a significant impact on our companies we want to find the best talent that will help us scale.
If we want to hire the best talent, we need to figure out a way to cut through the noise.
A couple of tips:
Show your candidates you’re serious.
With the rise in job posting sites like LinkedIn and Indeed - it has never been easier to post a job. Often times, employers will leave that post open indefinitely - either forgetting to take it down when the position has been filled, or they just don’t fill the job. Either way, the outcomes are the same - a pile of resumes stack up in a virtual space - never to be seen by human eyes. In this scenario, the position is not filled, and the candidate is left to wonder if they’re going to hear back from another potential employer. If a candidate didn’t get the job, tell them. If you don’t want to actually find a person to fill the job posting, take it down. If you’re using an AI screening software, be careful - at times, this type of software can screen out good candidates due to a simple discrepancy in keywords. The idea is to act with integrity, and to treat everyone with love and respect - even the ones who won’t be a part of your team. It is okay, and even encouraged, to have a rigorous hiring process - not everyone will get a job at your company. However, to truly stand out, you need to be intentional about how you communicate with the people who want to be on your team.
Try some unconventional and creative recruitment methods.
The best way to cut through the noise and find the best people is to form relationships in your community. Often, the best talent may be in your own backyard, you just need to be strategic to reach it. What community colleges and universities are in your area? Forget the career center, what professors, who have seen the students in action, do you need to become friends with? What nonprofits do you need to be on the board of? Which community events do you need to be on the planning committee? By being active in creating relationships with the right people in your community, you may be surprised who you find. When you find those people, be ready: know your current talent needs, be ready to speak to the roles, and have your business card on you.
Empower your employees.
The best talent knows the best talent. If you communicate to your employees where you are going, and the kind own people you need to get there, they very well may know someone who would be perfect for the job.
Standing out in a market where everyone is hiring, but no one can get a job takes a lot of preparation and follow through. You must be crystal clear on your strategy and talent needs, you need to take the time to form relationships with your community and team members, and you need to have a high level of integrity with your candidates.
It may be a tremendous amount of work, but creating something that is exemplary always is. The return that you will get from finding and hiring the best people will be worth it.
If you would like more tips on how reliably recruit, hire, and retain the best talent, be sure to check out our upcoming book, The Mentorship Engine, available for purchase on November 16.