Written by Christine Walters
Employers and candidates have been frustrated for years declaring they have been “ghosted” by the other. Concurrently, customers and consumers complain about businesses being understaffed resulting in slow or poor customer service.
So where and how can employers find qualified employees? That depends upon a variety of factors. Here are four key stages for which each has its own set of strategies and considerations.
- Where to find qualified applicants. Sources may include professional and trade associations; local, state, and regional job fairs; industry groups via social media; industry networking; employee referrals, and more. Balance a brief job ad with one that clearly conveys duties and qualifications. Include your must-haves and leave out the nice-to-haves. Remember your internal talent. Consider opportunities to transfer or promote from within.
- Entice those individuals to apply for your job. Know your company’s public reputation. What is your rating on Glassdoor? Does your website tout why your company is a great place to work? Do you have a jobs or careers page on your website? Keep your e-application process easy and brief. Research indicates “recruiters can boost conversion rates by 300%+ by reducing the length of the application process to five minutes or less.”
- Determine the individual is qualified for your job. Skills-based hiring is getting more attention. It slows ”degree inflation” aka tearing the “paper ceiling” removing barriers for individuals who have technical or other skills but not an academic degree. Alternatives include various certifications, licenses, apprenticeships, and more. Maryland was the first state to prohibit requiring a college degree for most state jobs. At least 15 other states have followed suit. In 2022, Maryland Senate Bill SB 66 proposed to do the same for many private sector employers.
- Secure their acceptance of your job offer. As you make your selection decision, stay in touch with your top candidates. They are less apt to “ghost” you if they feel engaged in your selection process. Once you make an offer, give the candidate a deadline by which to respond and stay in touch in the interim.
As you assess these and other strategies, work with your company’s legal counsel as there are potential pitfalls at each stage. For example, the District of Columbia, some states, and/or local jurisdictions prohibit discrimination based on matriculation.
