Whether you’re a hiring manager or a candidate looking to land your dream job, you’ve probably been impacted by today’s surging job market. More than 600,000 workers re-entered the job market last month. And the low unemployment rate has been hovering around 4% all year. With this tight market, traditional recruiting methods may not be as effective for both candidates and clients.
The stars have aligned, perhaps you are actively looking, or have a search alert, and the job you’ve been searching for is available. Maybe it’s the company’s reputation, the location, or a combination of the two. You’re directed to apply to a portal on a job board and you receive your confirmation email. Time goes by and you never hear another word. They must have filled the role or didn’t think you were a good fit, right? Not necessarily.
Companies are so busy with growth that they are struggling to find the time to review every submitted resume.
Picture this vicious cycle a contact in an underground mine recently told me: Due to a long-standing vacancy, he and his crew are working overtime. Because of the lost time at home, everyone’s tired, and there’s a risk of losing more good employees. The hiring manager has to do his own job and now has had even more added to his plate by the vacancy. Somehow he has to spare some time to filter through mostly underqualified applicants. The result of this situation could net even more open positions. People are falling through the cracks.
HR departments and hiring managers are swamped. Many of them need help filling their most critical positions. If you, as a candidate, just submit your application on a job board, there’s a good chance you may never hear back.
More companies are reaching out to recruiters directly for help because traditional recruiting methods are no longer netting the results they desperately need. Companies are opening and reopening closed locations. With more job openings than available workers to fill them, there’s more demand for talent and less talent to be had. Finding qualified individuals willing to make a transition from the job they already have, just isn’t exciting enough to beat the drum to get resumes rolling in. There has to be something going on outside of just trading companies to facilitate this. A catalyst, if you will.
We are always managing our pool of qualified candidates. We here at JSG’s use our proprietary talent network, to have real-life conversations with real-life people. Understanding what excites candidates makes a big difference. Especially, when it comes to relocation.
Building strong relationships with our skilled candidates and having more in-depth conversations with them is key. It allows us to bring qualified candidates directly to the hiring manager’s desk. As well as, freeing up a lot of time for our client’s HR departments and hiring managers by doing the heavy lifting for them.
Partner with a recruiter
The job market isn’t the same anymore. Traditional recruiting techniques aren’t as effective. So, it may be time to look at streamlining your recruiting process by partnering with a recruiter.