 If an abundance of
qualified job candidates aren’t knocking on
your door today, that is not very good news
for your future. More people are
actively looking for jobs today than they
have been for years. But
more people doesn’t mean it’s easier to
find the right person.
With more and more candidates applying and looking for jobs
on the Internet, the volume of resumes has exploded. Six lanes
of traffic merging into a two-lane tunnel translates into a
bottleneck at the hiring tollgate.
Successful recruiting strategies to select-in more of the
right candidates are being lost in the voluminous effort to
weed out the wrong or uninterested applicants. While
unqualified applicants are being screened and interviewed,
high-demand qualified candidates are overlooked or turned off
by slow response times, cumbersome hiring hurdles, or
ineffective interviewers. |
Like the
neighbor attending an open house to see the inside with no
intention of buying, an increasing number of job candidates
are just “shopping”.
This is both a blessing and a curse for hiring
managers. The
blessing with more applicants is sometimes lookers do buy. The
curse is that these job shoppers take time and resources that
are not available and they divert attention from the serious
and qualified job-seeker.
What is being overlooked is that the number
of current employee looking for jobs should be a sobering
signal to every senior executive. “What will it take for the
competition to lure away our best employees” must be a
top-of-mind item on every staff and management agenda.
Employee loyalty is fleeting these days and
lower retention rates and improved productivity over the past
twelve months are likely masking the soon-to-hit real shortage
of employee, both in number and skills. |
Screen out 
