Hiring in a Changing Job Market

ImageIn recent years, difficult economic times and a flailing job market have given employers the impression that they hold all the cards when it comes to hiring.  To some extent that was true.  A large candidate pool and few jobs made it possible to control the hiring process.  As the economy begins to shift and we start to see steady growth in the job market we are starting to see new trends emerging.  There are more opportunities out there for candidates, they are not searching quite as long and end up with multiple job offers.  As this trend continues the question for employers is, will they adapt in time to get the best employees?  Or will they be left holding a pair of deuces? 

There are a few key points that employers should take into consideration during the hiring process that will increase their chances of filling jobs with the employees they want:

Keep an open mind:  Having a narrow mindset can limit the candidate pool considerably in a market that shows a growing skills gap.  Employers should incorporate training into their hiring plans.  If the candidate that they are seeking is out of reach or does not exist, they should be prepared to look at candidates that have the potential to learn the role with proper training.  Sometimes employees that bring a fresh perspective and are “trainable” can be very productive, as they are not bogged down with bad habits from a previous employer.

Don’t drag your feet:  Sometimes getting the right candidate for the role is all in the timing.  If a candidate has a resume and background that is in line with the opportunity, an interview should be scheduled in a timely manner.  If the interview process proves that the candidate is a fit, employers must keep the process moving and make the offer.  It is amazing how many companies miss out on the perfect candidate because they took an offer from a company that beat them to the punch.

Put your best foot forward:  Don’t forget that the candidate is interviewing the company too.  Employers sometimes forget this key element of hiring. Candidates use the information from an interview to help them decide if the opportunity is worth taking.  Is the work environment what I want?  Are the people there happy with their job?  What is the company’s reputation in the community?  People spend the majority of their waking hours at work and finding a good fit is important to both parties involved.  Employers must remember this throughout the process if they want to make a good impression and attract the right people.

Offer a competitive salary package:  Before beginning the candidate search process employers should establish a salary and benefits package that is in line with the type of candidate that they are seeking and the role that they are trying to fill.  You can’t expect an A level candidate to take a C level salary package.  Employers that do not offer a competitive salary and that low ball offers, often find themselves on the receiving end of a rejected job offer.   Employers sometimes mistakenly think that a low offer can be the starting point for negotiations (I ask you to revert back to put your best foot forward as that rule applies here as well).  Once the stage has been set and a low offer has been made, candidates are often left with a bad taste in their mouth.  If they had any reservations about accepting the position this usually pushes them clearly towards declining, especially if the offer is much lower than what they are looking for in a new opportunity.

These are few basic elements that employers should consider when trying to attract the best talent for their company.  Having a few aces in your back pocket is helpful when finding a good employee often seems like a game of chance.

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