Finding Top Talent in the Job Seekers Market

Finding Top Talent in the Job Seekers MarketFinding Top Talent in the Job Seekers MarketIts a dog eat dog world out there in the professional career space. Employers are increasingly finding themselves competing for top talent to staff essential leadership and professional positions. If youre a job seeker, the upside is that the ball is in your court and you will often have the ability to pick and choose between numerous companies. As a recruiting professional, however, a job seekers market can mean that youre left scrambling to staff openings, sometimes for months at a time. Add in the tendency for employees to move positions at a mora frequent pace, and the situation starts to get untenable. Savvy recruiters need to be able to adapt to lean hiring markets. This may entail shifting away from traditional approaches to hiring and adopting innovative strategies for identifying and attracting candidates. Here we break down the keys to finding top talent in the job seekers market.1. Iden tify Transferable SkillsBefore you start interviewing candidates with the same title or progression track as the position youre hiring for, start by preparing a list of essential job skills. Focus less on individual tasks, assignments or qualifications and list out traits such as managerial ability, attention to detail, ability to prepare budgets or multi-task. Much of this information can be gleaned from the job description of the position but also feel free to have a conversation with the hiring manager or direct report of the position to pick up on any nuances that may have been missed.Once you have this list, define what a successful candidate would be able to accomplish in the role. The individual characteristics combined with long-term goals will help you paint a picture of the ideal professional to fill the vacancy.The next step is to seek out professionals in related fields or at similar levels of experience but that doesnt necessarily share the job title you may be hiring f or. This is the essence of the transferable skills approach to recruiting. When the market is lean, you can think outside the box and attempt to find someone who has the right strengths to step into the role without previously having held the exact title.2. Redesign Job RequirementsIn a lean job market, you may find yourself struggling with a lack of applicants that exactly meet the requirements of the job. This can often feel like youre left trying to fit a square peg into a round hole during the candidate search. If this scenario sounds familiar, consider modifying the minimum requirements for the position. Instead of 4 years of relevant experience, reduce the number to 2. Consider adding in recent grads who may be bright and capable of being molded to fit the needs of the position. Unique requirements such as experience in specific software platforms may be helpful, but ask yourself whether this exact function can be trained quickly for the right person.If youre leery of complete ly removing requirements, consider revising the job description to include preferred qualifications and specifically spell out that while an ideal candidate may possess x certain traits, the right person can certainly be trained in one or more of the areas. This will encourage additional applicants and can also be a great solution to help conquer the this is the way weve always done it mentality within the position and company as a whole.3. Interview and Network for CompetencySetting your interview and minimum qualification standards for a position around a narrow definition of skills can remind many applicants of those fairway sharpshooter games of luck. Sure, you may have decent aim and a steady hand, but the whole shebang is rigged against you and youll only ever get near the bullseye at best.To help conquer this unproductive approach, and to attract a greater number of quality candidates, try drumherum up your interviews around basic competencies. Instead of asking have you used x software try asking about the various software systems they candidate may be familiar with. Often times you will find commonalities that will make cross-training in a new program a breeze. Similarly, take some time to review your company culture and mission statement. Quiz recruits on their professional experience that may be relevant to these skills, regardless of their individual job title previously.Final ThoughtsIf you find yourself stuck in the recruiting process and unable to locate just the right fit for the position, go back to the drawing board and examine what is working in similar roles within your company. Think of your current top performers and the individual traits they may possess. Refocus your recruiting process on talent with those individual traits to not only locate a great individual candidate but also someone who is more likely to work well within your existing team. Remember the old adage if it isnt broke, then dont fix it and go back to what works for your company to help identify talented individuals that could be potential diamonds in the talent pool rough.

8 Questions to Ask in an Interview

8 Questions to Ask in an Interview8 Questions to Ask in an InterviewAre you interviewing for a new job? The employer isnt the only one who should ask good questions. The questions you ask your interviewer can help you glean key information about the work environment, while also demonstrating your strong interest in the job and your beyond-the-basics knowledge of the company.Here are eight questions to ask in an interview, along with the reasons why1. Can you describe your company culture?Since youve researched the firm, you should have some understanding of the company culture. You may also want to hear a personal take on what makes the organization work. Keep an ear out to binnensee if the interviewer mentions how employees are rewarded and appreciated. What are the firms core values? Is employee feedback encouraged?2. Is this a new position or am I replacing someone? If so, why did that person leave?Ask this question to see if the company has retention issues. Sure, the position ma y be new, or your potential predecessor may have left for purely personal reasons. But if the company has problems with employee turnover, its best to find out the reasons for that now.3. What does success look like in this role?Youve read the job description, and the interviewer should obviously be quite familiar with it too. Make sure youre on the same page about the job responsibilities and all thats required of the position. In addition, keep an ear out for talk of career paths and advancement opportunities.4. Can you tell me about your time with the company?Everyone likes a good success story. Pose this question to get an idea of how your potential manager rose through the ranks of the firm. This answer can spotlight the personal attributes and nontraditional skills the firm values.5. What are some of your strengths and weaknesses as a manager?Turn the tables on the interviewer with this common interview question. Make a mental notenzeichen if he or she only speaks of strengths .LOOKING FOR JUST THE RIGHT FIT?6. What types of professional development programs and learning opportunities are available to employees?Workers often say that making progress - and making a difference - drives them more than anything else. While salary and benefits are clearly key considerations to ponder should you receive an offer, career development opportunities are important factors too.7. How do you empower your employees?You can respect a good leader, but no one likes a micromanager. Ask this question to get a sense of the interviewers leadership style, particularly his or her willingness to trust employees to make decisions, and even mistakes, when handling projects.8. How do you ensure employees have adequate work-life balance?Ask this question to see how much the potential employer respects their employees need to juggle their professional and personal lives.And now Are there questions NOT to ask in an interview? Definitely, and here are five.

How Not to Reconnect With an Old Contact

How elend to Reconnect With an Old ContactHow Not to Reconnect With an Old ContactYou know by now that there are many reasons why a strong network is invaluable. One of the best is that your network is a group of people with whom you dont have to start at square one Meaning, you dont need to build rapport before you pitch a geschftsleben opportunity or potential partnership.The problem? People take advantage of this all too often. Remember Just because you didnt have to work to get an introduction, doesnt mean you can simply wing the rest. Its tempting to think, My contacts already know Im smart and professional, so obviously, any opportunity I approach them with is a good one. But even if people believe in you, and even if they believe youd be a great hire, business partner, vendor, or whatever, people arent just looking for a good opportunity, theyre looking for the right opportunity. And selling anyone on the right opportunity takes prep work and a solid approach.So, how can you e nsure your contacts give your pitch serious consideration? Pitches are, of course, as unique as the products or experiences themselves, but I can tell you- across the board- there are four things you must avoid at all costs. Read on to make sure you dont make any of these mistakes when reconnecting with an old contact for a business opportunity.Mistake 1 Using the Wrong MediumInstead Use What You Would for Any Other Professional CommunicationI recently had someone reach out to me with a business opportunity- via Facebook messaging. Facebook, Twitter, Gchat- if its a platform where glaubenszeugniss are often sent for social purposes, your contact may assume youre reaching out to reconnect socially (rather than professionally). Moreover, limited characters will truncate your pitch, and emoticons dont exactly scream professionalism.So, what should you do? Reach out by email, LinkedIn, or phone, just as you would for a prestigious client. Only connected to the person via Facebook or Twi tter? Send a short message that asks for his or her contact information, and proceed from there.Mistake 2 Being Overly Friendly Instead Be Pleasant, Then Get to the PointWhen youre reaching out to an old contact, some niceties are obviously appropriate, but too many catching up messages will seem inauthentic. If you spend too long framing your interest as reconnecting, one of two things will happen 1. Shell take you at your word and not be interested anything other than chatting, or 2. Shell see through it and wonder how much time youre going to spend buttering her up before you get to whatever youre trying to sell.Instead, send a message thats a complete first impression. It should be friendly enough to demonstrate that youre already connected, but straightforward enough to show you mean business.For example, Hi Sara, I hope this email finds you well. As cold as it is here, I can only imagine what it must feel like in Maine I am reaching out because I recently launched a new fitnes s company that Id love to discuss with you further. When might be a convenient time, and what is the best way to reach you?Mistake 3 Assuming Someone Will Be Interested Instead Make Sure Your Pitch is Professional and CompellingAgain, your contacts know youre great- but that doesnt mean that theyll immediately know your business idea or sales opportunity is. Even if youre excited to get started, remember that you should show people you know the same level of professionalism youd show anyone else. What do you need before youd feel comfortable approaching someone random- a killer phone pitch? A website thats up and running- or at least a landing page? A professional PowerPoint presentation? If you want someone to hire you or invest in your product, you need to bring your A-game.Of course, theres a time and a place for reaching out to people for advice before your pitch is polished and perfect. So, group your contact list. Contacts you feel comfortable asking for advice go in a differe nt column than contacts you are trying to impress. Wait to reach out to the group you want something from until you know exactly how you want to present what youre selling.Mistake 4 Skipping the Follow UpInstead Be Present (But Not Annoying)So, your contact is interested or wants to learn a little more? Great. Now is not the time to assume everythings in the bag- its time to follow up the same way you would with anyone else. For example, I once had a contact pitching me on an opportunity who, upon being asked a question (that I can only assume she wasnt prepared for), fell silent for one week. Think Id want to work with someone who, when thrown a curveball, disappears for a week? Not exactly. (On the flip side, of course, dont harass people if you havent heard from them right away- and wait at least five days between your initial inquiry and when you check in. You want to come off as proactive, not needy.)Another common follow-up mistake? Not listening. I had someone approach me, an d when I asked for a link to learn more, she said she only wanted to follow up by phone. Perhaps she had her reasons, but if you want to impress someone, be the kind of person he or she would want to partner with- knowledgeable, accommodating, and kind.If you want to get an old contact on board with a new project, lead with a strong, professional pitch, and then be responsive to the follow-up that works best for him or her. If you start out with a solid plan and are prepared to regroup when necessary, youll do just fine.Image of conversation courtesy of Shutterstock.