Are you unhappy at work, but aren’t sure why (or if you’re alone)? Or, have you interviewed candidate after candidate, but still can’t find the “one” - and don’t know what to do differently?
If so, you may want to make some tweaks to your job or hiring search in 2022. We asked several of our recruiters the one piece of advice they want all job seekers and hiring managers to know in 2022. Read on for their answers.
For job seekers: Tailor your resume, ask yourself questions, and keep your options open
Dominique: Tailor your resume with bullet points about specifics you did at each job. You may have to alter some of them depending on which specific job/company it is.
Arsen: If you notice yourself moving on from jobs consistently with less than a year tenure, begin asking yourself what your “Why” is behind working. Why do you do what you do? To make money? To help people? To be in a position where you can consistently learn? List out your priorities in your ideal future and if you notice you are exceeding or lacking in certain areas, make adjustments and re-route.
Gideon: If you’re thinking about leaving your company because they’re requiring you to go into the office, you’re not alone. Work from home is here to stay and companies that are requiring their employees to go into the office are seeing lower retention rates. Companies that give their employees the option to work from home when they want and to go into the office when they want, are seeing greater success.
Peter: With numerous career possibilities available, candidates should be open to hearing options beyond their area of interest. With so many roles open, there could be a space you haven’t explored yet that could be a great fit for you.
For teams that are hiring: Listen to employees, have a smooth interview process, and stay open-minded
Dominique: Candidates have more options than ever. Don’t get caught up thinking that you can keep your candidates interested enough to wait through 6+ rounds of interviews - they could have an offer at a different place tomorrow.
Arsen: Make sure you are staying afloat market trends and actively listening to your employees. I have seen major companies lose hundreds of people in talent because they failed to actively listen. Whether it was movements like in-office requirements, recognition programs or compensation structures, if you lose your employees it will be more expensive for you in the long term due to additional hiring costs, onboarding and training.
Gideon: The speed and smoothness of your hiring process is one of the most important factors in closing a candidate. Hiring processes are meant to be redundant, but excessive redundancy is unproductive, a waste of time, and highlights the bureaucracy of your company. By reducing redundancy and speeding up your process, you will no longer lose candidates due to timing and candidates will appreciate your efficiency.
Peter: Talent arrives in many different forms, and employers should evaluate prospects at their current skills and abilities. Not all candidates have the most conventional path, and often those “outlier” candidates can be of the same or greater value, with more loyalty.