Our thoughts on staffing and recruiting
According to the above study from Harvard Business School/Accenture, there are 27 million "hidden" workers in the U.S. A highly diverse group that includes caregivers, veterans, immigrants, people with disabilities, relocating spouses/partners, and previously incarcerated people, many of these folks want to work and are actively seeking work. But, the study found, they are repeatedly discouraged in their efforts by hiring practices that quickly screen them out--to the detriment of worker and employer alike.
How is it that companies could overlook such large talent pools? To be fair, it is not just what the companies are doing, but because of other larger issues as well. The study does address the difficulty of training so many workers in an era of such rapid technological change. But a more immediate and concrete step companies can take is to thoroughly evaluate their applicant tracking and recruiting management systems--the automated software that sifts and sorts candidates with parameters that are often quite narrow. These systems exclude scores of candidates whose resumes are not a perfect match but could strongly perform on the job duties with training.
There is a strong business case for taking a more inclusive approach in hiring, as companies that intentionally hire "hidden" workers are 36% less likely to have talent shortages. Furthermore, previously "hidden" workers even outperform their peers on attitude, productivity, engagement, innovation, attendance, and quality of work.
Where to go from here? Below are a few tips to get a larger and more inclusive set of candidates to show up for your next job opening:
1) Evaluate your automated hiring/recruiting systems and think seriously about the parameters.
2) Recruit in the community and tailor your marketing strategy to get the word out to the groups of "hidden" workers listed above.
3) Not all marketing is online. Host a job fair. Go to neighborhood meetings. Put up fliers. Set up a table at the grocery store.
4) Start small. Each new hire brings a network. Provide an incentive for them to amplify your next job opportunity with their friends and family.
Reach out to Infinite Resources if you need help!
New technology changes the way we live, in ways big and small. It is often taken for granted that a new technology that increases convenience is a good thing. This is not always the case. in reality.
According to a new article from Harvard Business school, automated hiring software results in millions of qualified candidates being turned away from jobs every year, without an interview. These software programs scan resumes and automatically filter candidates before a human being in HR lays eyes on them. They are part of a growing industry that is expected to double to $3.1 billion by 2025; their creators are clearly doing well. But what about hiring teams and candidates?
The end result is that highly qualified candidates languish too long on the job market, as businesses trudge along without the people they need to get their best results.
Technology is not a substitute for people-based recruiting and hiring. As the article notes, companies should think carefully about where they look for candidates and how they implement hiring software--if it's really necessary at all.
Hiring? Will your new hire be using a computer as an important function of their role?
If not, don't throw candidates into online screening/onboarding processes without real 1-1 support and flexibility.
Many companies focus on "streamlining" and fancy HR software, and make all candidates follow the same processes--which they incorrectly assume are easy for everyone. Built into this perspective is the false notion that a candidate who can't follow a "standard process" must not be a good candidate, anyway.
But barriers posed by language, technology and internet access are real, and they result in companies losing candidates who are otherwise well qualified to do the job description. Many good candidates don't get hired due to these external factors that have no bearing on their qualifications. We see this happen in multiple industries, from restaurants to construction companies.
Candidate lost = time wasted
Hiring is already hard. Why make it harder?
Below are a few tips on how to avoid these pitfalls and improve hiring for both employer and candidate. They take a little work, but are far less work than being perpetually short-staffed.
1. Pick up the phone and call candidates instead of emailing everything. Do a quick screening right then, if possible, or set up a time that day to call back. The sooner the better. Many candidates need a job ASAP, and a screening process that takes 7 business days is a deal-breaker.
2. Invite candidates to your office to fill out online forms rather than just sending a link. You could even designate a computer and desk for this purpose, depending on candidate volume. Save all non-essential paperwork for AFTER the candidate has started work.
3. Listen and collaborate with candidates to help them through the entire process. Track candidates lost vs. hired and set goals for improvement. In addition to getting more people hired, this warm welcome makes a great first impression on new employees.
83% of the U.S. population has mobile internet access, but only 53% agrees that their area has good mobile coverage--and only 45% of U.S. smartphone users have unlimited data. (Statista)
Translation: You will miss out on qualified candidates if you try to use emailed links and web-based portals as a substitute for real human connection and service.
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