Tag Archive for: #hiring

Navigating the Talent Shortage

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The ‘Great Resignation’ has come and gone.  Baby boomers continue to retire and upcoming generations entering the workforce are smaller.  There is a record number of available jobs and not enough people to fill them.  Listen as Lisa and Tyler discuss ways employers are navigating the current labor market to attract and retain talent on this edition of ‘Let’s Talk’

https://podcasters.spotify.com/pod/show/wisr-lets-talk/episodes/Specialized-Staffing-e2iqq5f

Is Your Companies PTO Policy Costing You Good Employees?

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“This sounds like a great opportunity.” the candidate said. “What are the benefits like?”  So we discussed various health care options, additional insurance, retirement plans, and then it happened…..PTO…and the conversation was over.  If your company is not offering a competitive amount of paid time off you certainly are not alone, but you are likely also among the many companies that are struggling to attract/retain good people, no matter how wonderful you are to work for otherwise.  Especially post-pandemic, work-life balance is even more important than monetary compensation to many candidates we meet.  In fact, often it is THE driver that compels someone to even consider making a move.  Take a look at this insightful article that provides current Paid Time Off trends in the US.  If your companies PTO offering is below average, you just may be losing great people to companies offering more right in your back yard.

https://www.forbes.com/advisor/business/pto-statistics/#key_pto_statistics_and_trends_section

Are candidates ghosting you?

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For years we’ve heard from job candidates who’ve been frustrated by the lack of feedback or any type of response following an interview with a prospective employer.  Recently, however, we’re hearing this even more from the employer side.  Why?  Could it be karma?  Is it that the past lack of follow up from employers over the years has compelled candidates to become apathetic to their need for follow up (or even showing up)?  One thing is certain.  If your candidate stops responding – you’re no longer their first choice, period.  Not only are you not their first choice but you’re not even worth the time it takes to respond to a text, email, phone call, etc….  In our experience a long, cumbersome hiring process is one sure way to cause candidates to lose interest.  Frequently candidates have more than one opportunity in their pipeline at once, so employers should do their best to streamline their hiring processes by involving only those who necessary and by keeping candidates engaged by keeping communication active.  Be sure to put your best foot forward in the interview process, highlight your company’s culture and walk your talk.  Keep the process moving forward and finally, by all means, don’t even think about low-balling the offer.  These are just a few things you can do to improve your candidate retention rate by becoming and employer of choice.  Happy hiring!

We’re looking for the next addition to the Specialized team!

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We search our little world over to find awesome people to work with our customers.  Our customers are awesome companies in the North Pittsburgh region.  We are a small but mighty team, and we believe we impact the lives of our candidates & employees as well as the success of our customers businesses.

We’re looking for the next addition to our own team.  This new role is primarily business development.  Working mostly remotely and collaborating with your team, you’ll help to develop new business by identifying and pursuing opportunities using various resources and established tools and techniques.  Around here we switch up activities based on business need, so when we’re super busy because you’ve done such a great job developing new business, you’ll help your team by jumping over to the fulfillment side and assisting with things like screening candidates, talking with references and other stuff.  This is a full-time opportunity that offers a competitive compensation package including salary + incentives, excellent benefits and world-class sales training.  We both offer and require a flexible schedule.

Are you afraid of a little hard work?  (That’s a trick question!  If the answer’s ‘no’ keep reading….)

Are you jazzed by helping other people?

Do you have a high energy level?

Do you listen well and have good conversations?

Are you focused working on your own?

Do you like going out and meeting people face to face?

Are you good at getting what you want?

Do you like to set goals and achieve them?

Can we trust and depend on you?

Are you good with technology and social media?

Can you be serious AND have fun?

 

If this sounds like you, and you’re interested in learning more about what it’s like to work with us, email lisag@thebestworkwithus.com

 

 

Overqualified Candidates – to hire or not to hire?

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So often the resume of a candidate who’s experience/qualifications exceed an employers requirements can be quickly dismissed as ‘overqualified’.  This is unfortunate.  Sure, some of the first things that come to the mind of someone screening resumes are things like “they’ll be bored and they’ll leave” or “they’ll be over our compensation range.”  These are assumptions and can be countered, especially by a department-specific hiring manager.  Think about it.  Many people have left the active workforce (by choice or not) and are ready to re-engage.  And many of these people aren’t interested in the same level of responsibility.  Work-life balance and sense of purpose are increasingly outweighing compensation and status.  There are a lot of candidates out there who are looking to contribute without the same stress level.  Many of these candidates bring more to the table than may be required – and they know it.  They’re well equipped with skills and experience and may just help organizations achieve goals more quickly.  They just may be instrumental in mentoring less experienced employees and bringing proven successful ideas to the table.  Take a second look at those ‘overqualified’ resumes.  Have a few conversations with those candidates.  You may be very ‘pleasantly’ surprised!