No One Is Applying - Why? (Part II)

Many employers are STILL scratching their heads trying to figure this out.  Countless businesses are opening back up and facing this challenge, while other businesses never closed and have struggled to find candidates over the past year.  Again, it does not seem to matter whether the position is entry-level or more experienced; paying minimum wage or well above the average salary. The position can offer great benefits, have a great culture…you name it.

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So what do you think is really going on here?  We need to help each other figure it out, as talent seems to be scarce in nearly every industry across the board.

One component to consider is the salary expectations among candidates who are coming back into the workforce.  Some of the unemployed have gotten a taste of what it is like to live off a level of pay that is higher than what they may have previously been afforded.  But that is not what I am going to focus on here.

Instead, let’s take a look at a couple of opportunities for increasing engagement with those candidates who are seriously looking for new jobs or careers.

EVALUATE YOUR Job descriptionS 

How accurate are your job descriptions?  Do they describe the “perfect” employee, thereby eliminating many good candidates?  Are they looking for someone to check “every” box for the job you currently have open? When was the last time a job analysis was completed for that open position? You may now be recruiting from a talent pool with different generations and varying demographics. Both of these factors should be considered as you update your company’s job descriptions.

Additional considerations: Does the candidate(s) need every one of the technical skills listed? Are there skills not listed/considered, that may indicate a great fit for the position? Here are some additional ideas to keep in mind as you are writing and/or updating those job descriptions:

  • Share a list of “transitional skills” that may be considered

  • Maybe list some “previous positions” that a good candidate(s) may have experienced

  • Offer some “career pathway” information in the job description

Just being a bit more creative may garner many more candidates for your organization to interview.

CONSIDER DIFFERENT TALENT POOLS

Finally, as shared in previous articles, consider candidates from different talent pools whenever possible. Applicants with “differing abilities” or those with “justice-involved” backgrounds can make very reliable and loyal employees.  Coupled with a possible ”On-the-Job” training program, this could be all it takes to land a stellar employee.

References: 

https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/performingjobanalysis.aspx

https://www.thebalancecareers.com/how-to-develop-a-job-description-1918538

Jessica Mills