Recruitment process workshops

There are a whole swag of reasons why there is a perceived talent shortage.

• Pandemics ( Covid 19)

• Changes in industry.

• A lack of skilled workers.

• Organisation inability to educate and train employment seekers.

• Technology and innovation advancements that are moving quicker than employment seekers are learning the skills required.

• The increase in retirements (baby boomers in particular)

• High turnover - the great resignation

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There are many theories on how you can attract qualified workers during labour shortages, a quick search on your favourite search engine will answer many questions. Apart from the data and statistics on what has happened over the past years since the impact of Covid 19, we believe there is another glaring issue with the recruitment process.

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Organisations have several resources to adapt when hiring job seekers including employment services, in house HR departments and direct managers where the job seeker will be placed. Although there are some excellent employment processes in place and many different concepts of how to hire the right person for the job, we believe organisations are fairly set in assumptions that are made when reviewing resumes. The decission to bin a resume because an applicant has had several jobs in as many years, not understanding exactly what the job seekers previous roles have been, or assumptions like the applicant may be to old or too young are just some of the reasons why applicants are shuffled to the bin by decision makers.

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Around the world, there are instances where there are more jobs available than there are people to fill them. Yet, when it comes to the employment process, organisations are expressing frustration at finding talent from the volumes of job seeker applications. That is, organisations believe that from 100 applications as an example, a preffered candidate cannot be found.

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The question here is, what are we actually looking for in a candidate? 

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If nothing changes now for organisations

in pursuit of the perfect candidates,

exactly what can organisations do

to rectify the problem?

 

Well, there are several courses of action that can be taken, however, if organisations take a look inwards and ask themselves why are people leaving in the first place, they will find some important future workforce sustainability answers. We have all heard the saying, "People don't leave their jobs, they leave their managers." So do organisations really believe this? If workforce turnover is high and talent is leaving for a whole bunch of reasons, do we think there may be internal challenges that need addressing?​ Training your management teams in human skills, self awareness and personal development such as our leader/manager workshops will bring change to workforce purpose for current employees and future sustainability, but what about the employment process for now?

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Are we still looking at resumes the same way we always have? Are we missing talent left, right & centre due to our recruitment process? Chances are that decisions are being made based on assumptions and or the unknown about the job seeker.  Another common issue suggested by organisations is that they do not have enough time to go through all the resumes. We would challenge that if the workforce mindset has changed and talent is hard to find, then change your recruitment process and the way you identify future talent. It is important to remember that you may well be placing a resume at the bottom of the pile due to things like having three jobs in  three years. But, what you don't know is that the job seeker has had terrible managers, or organisations with questionable values.

 

If the great resignation has taught us one thing, it is that the workforce and talent are no longer prepared to work for leaders with poor people management skills, lack of agility and or toxic led environments. If the workforce mindset has changed, then organisations need to change as well. We need to rethink how we attract and obtain. and a rethink on what is more important, skill or attitude?

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