After Covid-19 Global Talent Shortage

When we think about the candidate shortage and consider these statistics, one thing becomes clear: perhaps it's time to reconsider the shortage from the "applicant's" point of view because it is global talent shortage Is part of the reason for the shortage that job seekers aren't finding the jobs they want? This appears to be a possibility in my opinion. So, how do we get your job in front of the candidates who are looking for it? One method is to take a step back and rethink strategy. It's time to think like a job seeker. Talent shortage statistics show shocking results.

 

Global Talent Shortage 2021

Who would be the ideal candidate for your position? What would you want to see in a job description if you were this person? What keywords might this applicant be looking for? What do you bring to the table that other candidates do not? What makes someone want to work in this position at this company? What kind of person would be ecstatic about this chance?

Consider where this person might be looking for work. Reconsider whether the location of this job posting is in the right place where the right applicant will be looking. I recently returned from a trip to the Smoky Mountains, where I stayed in Gatlinburg. If you haven't been there, it's a touristy town near one of the Smoky Mountain entrances. They have an entire street dedicated to shops, restaurants, and attractions.

Manpower Shortage Problem

What I did notice is that many of the businesses have a "help wanted" sign outside their doors. We even went to a restaurant that admitted to being understaffed as a result of the shortage, so wait times would be a little longer. When we looked around the restaurant, we noticed that many of the tables were empty due to a lack of waiters and waitresses. We later learned from one of Gatlinburg's restaurant owners that the town employs a large number of Romanians. Working in Gatlinburg provides them with an excellent opportunity to work and live in the United States.

I would never have guessed Gatlinburg would attract Romanians, but two of our waitresses were from Romania during the two days we were there! This isn't an example of why you should start recruiting internationally, but it is an excellent example of thinking outside the box and from the perspective of an applicant. Who would consider this a good opportunity? Who would be interested in this position? Where would be the best place to advertise this position?

 

Why Is There A Talent Shortage

Reverse the roles. Consider the advice you would give to job candidates. Similarly, in addition to putting yourself in the shoes of an applicant, reverse roles and take the advice you would give candidates. I was reading an article yesterday about how to get hired quickly. It was a very good article, and as I read it, I realized that many of the tips could be reversed and used by companies hiring. Referrals, highlighting achievements, telling a story, developing an elevator pitch, and emphasizing what distinguishes you are all examples of similar techniques that could be used. Does this ring a bell? Job seekers must sell themselves, but employers must also sell themselves and the position; otherwise, the perfect match will not occur. If a job seeker arrives in a nice dress for the first date and the company arrives in ripped shorts and a baggy t-shirt, the job seeker may have a negative first impression and be uninterested. Let's take a closer look at making a good first impression!

 

No there is No Lack Of Qualified Candidates

Because we rely on applicants for referrals, referrals could be advantageous to the company hiring. Referrals can take many different forms. Employees at the hiring company may share the open job posting on social media and spread the word among their network. Employees may also take the time to meet with the candidate to allow the candidate to ask questions about the role and speak with someone who is already employed by the company. If you are a staffing and recruiting firm, you could even request that the company you are recruiting for providing you with a couple of quotes from employees promoting why they enjoy working there. These can be used to promote the position and even in graphics when promoting it on social media. Referrals lend credibility to the position and can attract more applicants.

 

Highlight the company's accomplishments.

Has the company's hiring received any recognition? Do they have any notable accomplishments to mention? If this is the case, include them in the job description. Awards and achievements can help the job and company stand out from the crowd, just as candidates can highlight their accomplishments in a resume or an interview.

 

 

Be Specific and Tell a Story

During an interview, candidates are encouraged to share their story and experience, discuss a project they worked on, and are frequently asked to "tell us about a time... ". Companies can also tell their story through a job description or an interview. Companies can highlight projects that the position would be working on or projects that were recently completed in the department in a job description. This allows applicants to learn about and become excited about the types of projects they will be working on.

Include a brief overview of the company and its history in the job description. When was the company established? What distinguishes the company? What makes the company a great place to work? These particulars give the company personality and provide the candidate with a glimpse of the company culture.

Overall, telling a story in your job description is important, but so is providing detail. Make your job descriptions as specific as possible. If the job description is too broad, it will blend in with other job descriptions and no one will be interested in it (or remember it for that matter.) Be memorable by telling a story!

 Elevator Pitch All candidates must prepare an elevator pitch that is succinct and accurately describes them. An elevator pitch should be included in job descriptions, hiring managers, and recruiters. Start the first 2-3 sentences of the job description with your pitch. Why should someone care about reading this job description? Why should a person be interested in this position? Begin the job description in a way that captivates the reader and entices them to read on for more information about the opportunity. Furthermore, elevator pitches can be given during an interview when discussing the company and job. Hiring managers and recruiters should prepare an elevator pitch that highlights the company and position as best as possible. Include details that make the position and company a desirable place to work. By the end, you'll want the candidate to be enticed by the job and the company culture!

 

Why are you doing this? What distinguishes you?

We've talked about emphasizing what distinguishes you when telling your story and developing your elevator pitch. This is something that candidates strive for in their resumes, cover letters, and interviews. Overall, when approaching a position for which you are recruiting, keep this in the back of your mind throughout the process. Why should anyone want to work in this position? What makes someone want to work for this company? What will someone gain from working here that they will not gain elsewhere? The job and the company must be sold, just as an applicant must sell what sets them apart from other applicants.

 

Manpower Shortage Meaning

 it means a lack of talented candidates but it is not completely true while it would be wonderful if we had a secret algorithm that matched jobs with the ideal candidates, Match CEO Sam Yagan admits, "We are still decades away from actually predicting the chemistry between two people." We may not yet be at the point where an algorithm can predict "chemistry" between a person and a job, but we can "think like an applicant" for the time being. It is clear that there is a schism between employers and job seekers in today's job market. Companies are unable to find qualified employees, and job seekers are unable to find suitable positions. Is it because jobs aren't being advertised to the right people? Is it the job descriptions themselves that aren't capturing candidates' attention and, as a result, they're not finding jobs they're interested in? It could be a variety of things, but taking a moment to step back and see the world through the eyes of "your other half" could be just what you need to connect with your perfect match.