A match not made in heaven: The disconnect between job seekers and the companies they hire
This week I came across a new survey released by FlexJobs¹ that revealed that 48% of unemployed job seekers are frustrated in their job search because they can’t find the right jobs to apply for. That survey also showed that 47% are actively looking outside of their current career to find employment, 85% are willing to take a pay cut to secure a job, and 40% have applied for jobs they believe they are overqualified for. .
WHAT is happening in today’s job market?
I ask that question because I found these statistics. shocking. Over the past few months we have been experiencing a “candidate shortage” and what we would call a “buyer’s market”. The candidates have the advantage. They have the ability to negotiate for a higher salary, they have the opportunity to accept incentives that would not normally be offered to them. Right…?
These statistics from the perspective of job seekers seem to paint a completely different picture than the one that companies hiring during the labor shortage have painted. Where is the disconnect?
Are job descriptions not written to fit the right audience? Are keywords missing from job descriptions that job seekers are looking for? Are jobs being posted on sites where you are not looking for the right candidate? It could be any of these things and plus.
However, as I think about the candidate shortage and consider these statistics, one thing is clear to me: maybe it’s time to rethink the shortage from an “applicant” perspective. Is part of the reason there is a shortage because job seekers can’t find the job they’re looking for? To me, it sounds like this could be part of the case. So how do we put jobs in front of candidates who are looking for ITS worked? One way to do this is to take a step back to rethink the strategy. It’s time to think like an applicant.
Put yourself in the shoes of an applicant
Who would be the ideal person for your role? If you were this person, what would you like to see in the job description? What are the keywords that this applicant may be searching for? What do you have to offer that similar roles don’t? Why would anyone want to work at East role in East business? What kind of person would be excited about this opportunity?
Also, think about where this person would look for work. Please re-evaluate if the location of this job posting is in the right place that the right candidate would look for. I was recently on a trip to the Smoky Mountains and stayed in a town called Gatlinburg. If you haven’t been there, it’s a tourist town right next to one of the entrances to the Smoky Mountains. They have a whole street of shops, restaurants and attractions. However, what I did notice is that many of the businesses have a “help needed” sign outside the building. We even went to a restaurant that admitted they were short staffed due to shortages so wait times would be a bit longer. When we looked around the restaurant, many of the tables were empty due to not enough waiters and waitresses. What we later found out from one of the restaurant owners in Gatlinburg is that the city actually employs a lot of people from Romania. Working in Gatlinburg is a good opportunity for them to work and live in the United States. I never would have guessed that Gatlinburg would attract people from Romania, but two of our waitresses over the two days we were there were in fact from Romania! This is not an example to say you should start recruiting internationally, but it is a perfect example of thinking outside the box and thinking from an applicant’s perspective. Who would find this a good opportunity? Who would be excited about this position? Where would be the perfect place to post this work?
reverse roles. Follow the advice you would give candidates when applying for a job
Likewise, to put yourself in a candidate’s shoes, also reverse roles and follow the advice you would give to candidates. Yesterday I read an article about tips for getting hired fast. It was a very good article, and as I read it, it made me think that a lot of the advice could actually be reversed and used by companies that hire. Similar tips that could apply include references, highlighting accomplishments, telling a story, creating an elevator pitch, noticing what makes you different. Does this sound familiar to you? Job seekers need to sell themselves, but companies also need to sell themselves and the position, otherwise the perfect match will not be achieved. If a job seeker shows up in a nice dress on the first date and the company shows up in a pair of ripped shorts and a baggy T-shirt, one can immediately have a bad first impression and not be interested. Let’s dive deeper into making the right first impression!
References
Since we rely on applicants to have references, references could also be a hiring advantage for the company. Referrals can come in many different forms. They could be company employees you hire by sharing the job posting on social media and spreading the word among your network. They could also be employees who take the time to meet with the candidate to allow them to ask questions about the position and talk to someone who is already working at the company. If you’re a recruiting and recruiting agency, you could even ask the company you’re hiring for to provide a couple of employee quotes that promote why they like working at the company. These can be used to promote the booth and even in graphics when promoting the booth on social media. References give additional credibility to the position and can attract more candidates.
Highlight company achievements
Has the company recruited won awards? Do you have any important achievements to highlight? If so, mention them in the job description. Awards and achievements are a way to help your job and company stand out from the crowd, much like candidates can highlight achievements on a resume or in an interview.
Tell a story and be specific
In an interview, candidates are encouraged to share their story and experience, talk about a project they worked on, or are often asked “tell us about a moment…”. Companies can also tell your story in a job description or during an interview. In a job description, companies can highlight projects the position would be working on or projects that have just been completed in the department. This gives applicants the opportunity to understand and get excited about the types of projects they would be working on.
In the job description also include a brief overview of the company and company history. When was the company founded? What makes the company unique? What makes the company great to work for? These details give personality to the company and allow the candidate to glimpse the culture of the company.
In general, it’s important to tell a story in your job description, but it’s also important to provide details. Be as specific as possible in your job descriptions. If the description is too general, it will be conflated with other job descriptions and no one will get excited about it (or remember it). Tell a story and be memorable!
elevator plot
All candidates should have an elevator speech ready that is quick and describes them in the best way possible. Job descriptions, hiring managers, and recruiters should also have an elevator pitch. For the job description, you should start the first 2-3 sentences with your introduction. Why should someone be interested in reading this job description? Why should someone be interested in this job? Start the job description in a way that captivates the reader and entices them to continue reading more about the opportunity.
Also, elevator pitches can be given during an interview when discussing the company and the job. Hiring managers and recruiters need to have their elevator pitch ready that highlights the company and the position in the best possible way. Add information that makes the position and the company a desirable place to work. In the end, you want the candidate to be attracted to the job and the company culture!
Because you? What makes you different?
We’ve talked about highlighting what makes you different when telling your story and creating your elevator pitch. This is something that candidates always strive to do in resumes, cover letters, interviews. In general, when you approach a position you’re recruiting for, this should also be on your mind throughout the process. Why should someone want to work in this position? Why should anyone want to work for this company? What will someone gain by working here that they can’t gain anywhere else? The job and the company need to be sold, just as an applicant needs to sell what he has to offer that is different from other applicants.
a match made in heaven
While it would be great if we had a secret algorithm that matches jobs with the perfect candidates, even Match CEO Sam Yagan says, “We’re still decades away from being able to predict the chemistry between two people.” We may not be at the stage where an algorithm helps predict the “chemistry” between a person and a job, but what we can do now is “think like a candidate.” It is clear that there is a disconnect in today’s job market between employers and job seekers. Companies can’t find workers and job seekers can’t find the jobs that interest them. Is it because the jobs are not published in front of the right audience? Is it the job descriptions themselves that don’t attract attention and therefore candidates don’t find the jobs they’re interested in? It could be any number of things, but taking a moment to step back and see “your other half’s” perspective may be the right way to connect with your perfect match.
Font
FlexJobs Survey