This week I came across a new survey released by FlexJobs¹ which 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 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 going through a “candidate shortage” and what we would call a “buyer’s market.” The candidates have the upper hand. They have the ability to negotiate for a higher salary, they have the opportunity to accept incentives that would not normally be offered. Good…?
These statistics from the perspective of job seekers seem to paint a completely different picture than what companies hiring during labor shortages have painted. Where is the disconnect?
Job descriptions not being written to fit the right audience? Are job descriptions missing keywords that job seekers are searching for? Are jobs being posted on sites where you are not looking for the right candidate? It could be any of these things and further.
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 the perspective of the “applicant.” Is part of the reason there’s a shortage because job seekers can’t find the job they’re looking for? It seems to me that this could be part of the case. So how do we put jobs in front of the candidates who are looking for HIS job? 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 this applicant may be searching for? What do you have to offer that similar roles don’t? Why would anyone want to work at this paper in this company? What kind of person would be excited about this opportunity?
Also, think about where this person would look for work. Re-evaluate if the placement 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. What I did notice though is that many of the businesses have a “help wanted” 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 for 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 for this position? What would be the perfect place to publish this work?
Reverse roles. Take the advice you would give to candidates when applying for a job
Similarly, to put yourself in the shoes of a candidate, also reverse the roles and follow the advice that you would give to the candidates. Yesterday I read an article about tips to get hired quickly. It was a very good article and as I was reading it, it made me think that a lot of the advice could actually be reversed and used by hiring companies. Similar tips that might apply include references, highlight accomplishments, tell a story, create an elevator pitch, notice what makes you different. Does this sound familiar? 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 may 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 an asset to the company’s hiring. Referrals can come in many different forms. They could be employees of the company that they hire by sharing the job posting on social media and spreading the word among their 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 to speak with someone who is already working at the company. If you’re a recruiting and staffing 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 post and even in graphics when promoting the post on social media. References give the position additional credibility and can attract more candidates.
Highlight company achievements
Has the company’s recruitment won awards? Do you have an important achievement to highlight? If so, mention them in the job description. Awards and achievements are a way to help the job and company stand out from others, just as candidates might highlight achievements on a resume or in an interview.
Tell a story and be specific
In an interview, candidates are advised 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 that 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 small overview of the company and the history of the company. When was the company founded? What makes the company unique? What makes the company great to work for? These details give the company personality and allow the candidate a glimpse of the company’s culture.
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 get mixed up with other job descriptions and no one will be excited about it (or even remember it). Tell a story and be memorable!
elevator pitch
All candidates should have an elevator pitch ready that is quick and describes them in the best light 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? Begin the job description in a way that will captivate the reader and entice them to continue reading more about the opportunity.
Also, elevator speeches can be given during an interview when discussing the company and the job. Hiring managers and recruiters should have their elevator pitch ready that highlights the company and the position in the best light possible. 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 culture of the company!
Because you? What makes you different?
We’ve been talking 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 their resumes, cover letters, interviews. In general, when you approach a position you are recruiting for, this should also be on your mind throughout the process. Why should someone want to work in this position? Why should someone want to work at this company? What will someone gain working here that they can’t earn 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 would match jobs to 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 companies and job seekers. Businesses can’t find workers and job seekers can’t find the jobs that interest them. Is it because the jobs are not getting published in front of the right audience? Is it the job descriptions themselves that do not attract attention and therefore candidates do not find the positions that interest them? It could be any number of things, but taking a moment to step back and see the perspective of “your other half” may be the right way to connect with your perfect match.
Fountain
Flex Jobs Survey