*Missing The Boat

It’s rough waters out there. The current job market has many employers struggling to find qualified candidates to fill open positions *based on the organization’s job requirements.

(Emphasis on the *asterisk.)

It’s this footnote, that clarifier–the little ( * ) – that I believe can prevent an organization from finding their Ideal Candidate in a sea of resumes.

It all begins with the traditional process of developing a job description and the checklist that typically requires a four-year undergraduate degree. From my 30+ years of experience, I can tell you that this list doesn’t always produce the best and the brightest candidates.

The Disruptors

Over the past several decades, we have all experienced the ebb and flow of employment trends. Not enough jobs. Not enough workers. Not enough resources.

In my experience, it’s workforce disruptors–technological advances, environmental changes, political and economical events, and global circumstances–that move and shake up the workforce.

In 2008, we saw the job market take a downturn when the stock market crashed. And in the aftermath of 9/11, employees were prompted to reevaluate their life priorities. But nothing has disrupted the way we work more than the pandemic.

A Bird in the Hand

It’s hushed industry speak that’s being whispered by the water cooler–creating a bit of buzz and, perhaps, even a little corporate insecurity.

Quiet Hiring. An expression used to define when an organization doesn’t actually hire new full-time employees but still acquires new skills.

And for many companies, this soft-spoken phase of uncertainty is becoming a reality at the start of this new year. It’s a time when employers are internally reconfiguring roles, redistributing responsibilities and having to communicate why these changes are happening.