Minnesota . I just want to work remotely from my home .’ That ’ s something I see quite a bit ,” she said .
What ’ s more , Vander Heiden stated that company executives continually grapple with the desire to provide employees with the flexibility they need to balance work and family in this new reality , while maintaining the firm ’ s team-based culture . “ Our company takes a very collaborative approach to fulfilling our client ’ s needs and delivering top notch customer service . That requires people to be in the office at least some of the time ,” she said .
“ Our goal now is to create an in-office work environment where employees want to be . We ’ re currently working with space planning professionals , industry experts and our own employees to bring that environment to life .”
A lack of flexibility with regards to remote working may not affect a company like Ehlers , Inc ., but O ’ Donovan said many other employers are finding that a lot more flexibility is expected and needed these days .
Other challenges companies are facing include the drawbacks associated with automating the hiring process . “ It used to be that all employers had to do was put out an advertisement and skilled workers came to them . Then when they decided to turn the hiring process over to technology , although it made it easier to track things and create reports , it did not make it easier to connect directly with applicants .”
O ’ Donovan said that oftentimes qualified applicants end up getting screened out by the automated tracking systems ( ATS ) used today . It could be an issue of how keywords are set up in the system , the time it takes an applicant to respond to system questions , issues with formatting and uploading resumes and materials , and the general online application process .
“ A lot of employers don ’ t realize the problems with their electronic systems from the user perspective . I advise them to try and apply for a job in their own companies and see how far they get ,” said O ’ Donovan .
All of this results in frustration for the applicants and overlooked talent , which employers today can ill afford to encounter .
For tips on how to improve your hiring success , please see “ What Employers Can Do Now ,” provided by www . CareerForceMN . com .
The Disconnect Between Employers and Job Seekers
DID YOU KNOW …?
• 72 % of resumes are not viewed by human eyes – they are “ screened out ” by online systems ( Workbloom . com )
• Up to 40 % of jobs posted online receive zero complete applications ( hrtalentmanagement . com )
• 30-50 % of applicants will drop out of an online application at each mouse click ( hrtalentmanagement . com )
• $ 72 billion is spent annually in the U . S . on recruiting products and services ( Forbes )
Untapped Resources
Although unemployment overall is at a historic low , there are many non-traditional untapped resources and groups with double-digit unemployment rates . Some of this is due to myths , assumptions and stereotypes about their skills , abilities , or work ethics .
• Returning military veterans and their spouses , ex-offenders , individuals with disabilities , immigrant workers ; all of whom face additional barriers to employment .
• “ Older ” workers - age 55 + laid off / out of work .
• “ Discouraged ” unemployed and under-employed . This group is not reported or counted in traditional unemployment reports .
Rethink Outdated Ideas
• Rethink outdated ideas about the available workforce and potential talent pipelines .
• Learn more about the issues and facts of today ’ s workforce dilemma .
• Be informed and realistic about what workers are looking for and why .
• Get involved with or start community partnerships . Tangible and intangible !
Change targets and tactics . Try new outreach methods . Provide a positive candidate experience . Be responsive and timely ; provide a realistic job preview . Make sure your wages and benefits are up to date , equitable , and relevant .
Once you find good workers , retain them . Help them grow with your business by providing flexibility , feedback , appreciation , and autonomy . Provide development opportunities to help them see a future that is achievable . This applies and appeals universally to all age groups in the workforce .
The economic future of our communities depends on our openness and willingness to change current thought processes and practices . Take action and reach out in new ways to connect !
© 2013-2022 / Right4 Your Business , LLC / Article : The Disconnect Between Employers & Job Seekers
26 Northeast Metro Business