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Is there really a talent shortage?

March 1, 2018

By Heather Nezich, courtesy of SBAM Approved Partner ASE

The war for talent is real, but is a broken recruiting process partially to blame?  Perhaps it isn’t talent shortages that are creating this war, but our recruiting practices.

Some common recruitment road blocks include:

  • Job requirements that are not truly essential – Many job postings list endless essential requirements that few, if any, working people possess. The posting is often written in a way that discourages anyone from applying if you don’t have all the skills and experiences listed.  Review your job postings, and only list what is truly essential.  There are many talented candidates out there with great soft skills and the ability to learn quickly.  Be careful not to rule them out.
  • Applicant tracking systems that screen based on key words – You will never fill your team with awesome people by letting a piece of code screen resumes for you.  A good resume is so much more than including a few key words here and there.  Read resumes yourself, and look for transferableskills.
  • Time consuming online applications – Expecting a job candidate to fill out a lengthy, time consuming application or take online test before even speaking to them is asking too much.  Too many times candidates have been burned by going along with these processes and then never hearing anything back. 
  • Leaving applicants in the dark – Unfortunately we know that the war for talent is real.  If you don’t reach out to applicants right away and leave them hanging for weeks on end, it’s likely you will miss out on them.  The best candidates do not remain on the market long.  This also pertains to interviewing. Employers should not wait longer than 2-4 days after interviewing to let the candidate know you’d like to move them forward in the process or if they are not a good match.
  • Not revealing the salary early on – Candidates know their value, and don’t want to waste their time interviewing for a position only to find out it pays well below their market value.  Discussing salary ranges up front can save both you and the candidate time.  It’s also important to know if you are paying the market rate for the job and the experience you are seeking.  If you are paying below market value, you will struggle to find the level of talent you are seeking.
  • Not releasing candidates on a good note – It’s important when turning away candidates to do so in a positive manner.  They might be a great candidate for a future position or might have a great referral for current or future openings.

 
It’s important for organizations to review their recruitment process periodically and review what’s working and what’s not.  It’s more important than ever to maintain a positive employer brand, and your recruitment process is the first impression you make on potential future employees.

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