Talent is more difficult than ever to find. In fact, after surveying 42,300 employers in 43 countries in October, ManpowerGroup\u2019s found that 46 percent of participating U.S. employers were having difficulty filling jobs — an all-time high since 2007.
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\nThat’s bad news. But, what if part of the problem is the fault of\u00a0employers themselves? What if they’re\u00a0unknowingly sabotaging their own efforts?<\/p>\n
Actually, there are many subtle ways recruiters are limit their talent pools.\u00a0Here are four ways businesses can stop creating their own talent shortage:
\n1. Remove gendered keywords.
\nOrganizations aren\u2019t doing this on purpose, but many are turning away quality candidates because their job post words are gender specific. Gendered wording means terms associated with feminine or masculine stereotypes. And this error is important: A September ZipRecruiter found that\u00a0job listings with gender-neutral wording receive 42 percent more responses.
\nCreate welcoming job posts for your own organization by deleting gender-specific words. Qualified male applicants may walk away when seeing “feminine” words they associate with\u00a0a nurturing style. Try replacing “support,” “supportive” and “understanding”\u00a0with “team-focused,” “courteous”\u00a0and “customer-oriented.”
\nSimilarly, qualified female applicants may walk away due to traditionally masculine words like “leader,” aggressive”\u00a0and “ambitious” because they feel their personalities don\u2019t match these words. Instead, try “exceptional,” “go-getting”\u00a0and “motivated.”
\nWhen reviewing job posts, consider which words describe the type of candidate the company is seeking by highlighting specific requirements the candidate will need in order to perform well in this position.
\n2. Stop judging social media.
\nSocial media has the power to make or break a candidate. Jobvite\u2019s July of 1,600 recruiting and human resources professionals found that an overwhelming 72 percent of recruiters participating viewed typos on social media as negative.
\nRelated:
\nWhile it\u2019s true that job-seekers should be cautious about what they put on social media, recruiters may be limiting themselves by being offended by\u00a0social media spelling errors. Disqualifying a candidate due to a typo on Facebook\u00a0or Twitter will limit the talent pool immensely — even a highly\u00a0qualified applicant\u00a0might miss a comma when posting a not-so-serious photo of her\u00a0beloved dog.
\nInstead, consider what each candidate has to offer. If there are any errors on the application, resume\u00a0and cover letter, yet the person seems qualified\u00a0and competent in every aspect except for social media grammar errors,\u00a0it may be time to give him or her a second chance.
\n3. Don\u2019t exclude candidates who have\u00a0taken time off.
\nEvery year, organizations are offering more and more employee benefits — especially family-based perks. According to the May release of the International Foundation of Employee Benefit Plans and its\u00a0 of 577 respondents, 37 percent of companies now cover paid maternal leave.
\nHowever, some recruiters look at a gap in employment on a resume and automatically eliminate the candidate.
\nRemaining knowledgeable and relevant in a position is possible — even after time off. Some of these applicants may even be a top choice because time out of the office can be restorative. So, considering\u00a0candidates’ previous career successes creates a better picture of their qualifying factors.
\nIf the job requires specific education or training, see if everything is up\u00a0to\u00a0date, thanks to a previous job. Candidates who have been off for a while but took educational courses on their own time also are definitely worth a close look.
\n4. Build a presence on many networks.
\nRepeatedly resorting to the same job board or social network as a home for your recruitment ad will\u00a0limit\u00a0the number of eyes that job posts receive. Scan through each job board and social network to decide which ones best fit the demographics the company is seeking.
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\nAs more talent begins to funnel into the organization\u2019s pipeline, consider using an enterprise social network, like , to keep track of this talent in a branded environment where candidates can pull in other qualified applicants easily through referrals. The more people who are placed in this talent funnel, the less time it takes to find qualified candidates.<\/p>\n","protected":false},"excerpt":{"rendered":"
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