Three Statistics That Could Change How You Screen | Jobs In DE
By: JobsInTheUS.com

Three Statistics That Could
Change How You Screen

By Margaret Hansen, JobsInDE.com

A recent JobsInDE.com survey taught us a few new things about our job seeker audience. In light of today's volatile job market, the recruiting methods you may have employed in the past could actually hurt you today. Here are three stats that could change how you screen candidates.

1. Qualifications

Stat: At least 83 percent of our users are at mid-level of their career or higher.

Lesson: Don't automatically dismiss overqualified applicants.

A job at your company could be the beginning of new career for them. Don't close your mind to their possibilities of succeeding and rising through the ranks of your company. Why not consider hiring them now and paying them market pay? If they are as good as their resume states, they'll quickly rise through the ranks of your company and become a mega producer soon enough.

Solution: During interview selection, consider those whose background and goals are a fit for your overall company. They've already proved what they're capable of achieving.

2. Salary

Stat: About 23 percent prefer not to disclose their household income to us.

Lesson: Don't automatically dismiss applicants based on their salary history.

Top talent may have made a higher salary in the past than your budget allows. But, many today are taking pay cuts in order to secure a position. Those who have lost their job are seeing their household income drop by 50 percent or greater. If you require a salary history, look between the lines and ask qualified applicants with larger histories if they'd be willing to negotiate down.

Solution: Even better: publish your salary range so that those who apply know what they're getting into - and then verbally confirm their comfort with the range before bringing them in for an interview.

3. Unemployment

Stat: Between 33 to 58 percent of our job seekers are unemployed.

Lesson: Don't automatically dismiss applicants who have had long-term unemployment.

Part of your job is to discern if an applicant really wants the job for the right reasons. But, is feeding their family the wrong reason? Not if they are a good fit for the position. Many highly-skilled people are out of work. The math equation is not in their favor when it's time to find a new job - there just aren't as many, and it takes longer. Eliminating this group means missed opportunities for your company.

Solution: Instead of analyzing why they've been unemployed, analyze their resume, cover letter, references, and your conversations with them. Listen to how they've spent their time while unemployed. If they are favorable, consider what an opportunity they could bring to your company: A-level talent, available at a discount; limited time offer.

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