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Hiring Tips: Finding Your Needle in the Haystack

It turns out that job seekers don’t always know what you are looking for in an applicant. While you as a hiring manager may be seeking various people to fill a position, you’re likely finding that only about 1 percent of the applicants are capable of performing the job at the level you require them to.

You can set the bar high by using an applicant tracking system. This means you can enter applicant data into a system and then sift based upon the criteria you are looking for. This can be a lot easier than sorting through hundreds of resumes, only to find that a handful are worth setting up an interview with.

According to a recent article on StaffingIndustry.com, approximately 72 percent of job seekers are confident they know how to present their skills on a resume and in an interview. However, based upon what you are seeing, it is considerably less than this in reality. This means that you need to focus on making sure that job seekers actually know what you are looking for.

Instead of posting a position that says you are looking for a technician or consultant, or administrator, be specific on the skillset that you need. When job seekers and hiring managers close the gap in terms of establishing the skills required for the job, the U.S. job market has the potential of turning around.

Research from the Career Advisory Board at DeVry University shows that the unemployment rate may not be entirely the fault of the economy. It is because of the widening gap between hiring managers and job seekers.

You can close the gap in a variety of ways. When you post a job, take the time to detail what you are looking for. This will ensure applicants can tailor their resume to ensure they are highlighting their skills. You will be able to find the qualified individuals faster because their details will show up in the applicant tracking system. Instead of only finding 15 percent of applicants qualify for a position, you may find closer to 60 percent or higher – and this gives you more of a variety to choose from.

Ultimately, your goal is to reduce turnover. Some turnover is going to be part of the business. When you can find more qualified individuals, they are likely going to stay on the job and they will be more productive during the workweek. You won’t be able to find these individuals until you can accurately define the job requirements for them – and let them know about how high the bar is set for them prior to them applying for any open position that you have within your company.

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