Why is it so difficult to hire the right people?

Good news! The US employment rate has increased and the unemployment rate went down to 3.5% at the beginning of last year. The bad news? Talent seems scarce, and hiring in the US has become tougher and tougher. 

Recent statistics have been consistent in showing that there are more job openings than job seekers. Where are the good people? This is what many in the HR recruitment system are asking. 

Key factors that influence the current hiring climate

• There is increased competition for top talents. Especially with entry level positions, companies are realizing that they are not only in competition with companies within their industry, but in various industries around the world!

• The standards of employees have gone higher. We have witnessed how after the Covid-19 pandemic,  job seekers in the US are looking for jobs that can provide better compensation, and more flexibility in hours. 

• The quality of job postings matter. Top talents are attracted to great job descriptions that immediately communicate to them the role, company environment and values, and job perks and benefits.  

Due to these factors, the hiring process must adapt to the times and be more creative in where to put the company’s valuable time and resources in order to attract and hire the right people. 

The secrets to consistently finding top talents

Hiring managers and employers now have the chance to make tweaks to their hiring process in order to respond to what job seekers want. 

Take a look at your company’s current hiring process. Commonly, employers rely on an applicant’s resume, past work experience, degree, and performance in school in order to judge an applicant’s qualifications. 

But studies looking at hiring methods have shown that there are other applicant characteristics and skills that are more crucial than these things. However, they cannot be effectively measured using the typical interview questions hiring teams ask. 

What is your company culture like and where do you see your company both short term and long-term? And the next most important question is, “What kind of people fit your company?” More specifically, “What type of person are you looking for to fill the role?” 

Look at and ask questions that check the applicants mindset, measure their “soft skills” like ability to do a job while being a critical thinker and problem-solver rather than relying solely on resume and the usual getting-to-know-you questions. 

Make your job descriptions clear, forward, and attractive. A pitfall in the hiring process is not knowing what you want, therefore you can’t find one that fits the role. Have your internal hiring team spend time on creating job descriptions, or have the service of a third-party recruiter to do it for you. 

For example, healthcare and mental health employers are using the services of a healthcare  job board like Gotham Enterprises LTD to find top talent in the medical field. 

A job board can help you design job ads that speak to the applicant, and it can help you smoothen your recruitment process. 

Onboarding can spell the difference between an “hiring fail” and finding the right person for a company role. You will know if that person is the right person, of course, if they start working with your company and start producing the results you have set. 

Research indicates that by creating a process that effectively onboards and orients new employees, you have a significantly higher chance of meeting the right employees.

Hiring and finding top talents does not have to always be a grind. By simply checking your current hiring practices and making some small changes to respond to the current demands of the workforce, you make your hiring process more simple and more effective.

Attract the best talents in health care and mental health. Post your job opportunities and meet qualified professionals who are ready to create an impact.