If Unemployment Is 9.1 Percent, Why Is Finding Talent for Jobs So Hard?

It is hard to believe that despite unemployment being 9.1 percent finding talent and qualified candidates to fill positions is not easy. I experience this very issue in my staffing firm. We have multiple job orders, yet finding the right candidates is a daunting experience. Why is this? Several reasons. First, companies have unreasonable expectations and believe that because unemployment is so high, there is talent in the marketplace … not true. We still have 90.9 percent of people employed. Companies that list job orders put out a “wish list” of demands that make you think they are really looking to hire. Companies are taking way too much time between reviewing a resume, inviting a potential candidate in for an interview, and making a job offer. The interview process these days is much longer and encompasses several interviews and even group interviews. It is almost as though companies want people to beg for positions. I myself find it hard to comprehend when a company lists a temporary position and wants to interview potential candidates. I often think firms don’t understand what the word temporary means (to fill a need). A temporary employee needs to get the work done and needs to have skills to complete the assigned tasks. They don’t necessarily have to fit the “culture” of the company. Remember, temporary means just that. If a company is trying to fill a temp-to-hire situation I can understand, to a point, wanting to interview potential candidates. What companies need to understand is potential employees don’t like to feel they are being used, abused, or part of a talent show. They want to work and don’t want to gravel for positions.

There is another reason why finding talent is so difficult. As I write this blog, I have several administrative assistant, customer service, and receptionist positions. I can’t find the right talent for my clients’ needs. Why? Because the candidates are not skilled or experienced for these roles. We get hundreds of resumes and numerous calls on a daily basis, and when we query the potential candidate about their experience and/or computer skills, we find they are limited. Here are some suggestions that can help change this. I believe lack of training/skills should be a wakeup call for colleges, business training schools, and individuals. Academia must understand that they can’t overstate the type(s) of jobs their graduates will receive with either a degree or certificate. It is important that schools train their students for the ever-changing world of work. Companies want employees who come in their doors to be up and running quickly. They don’t have the time or resources to spend a lot of time training.

One last note: It is important for individuals to constantly update their skills and keep current with technology. When I interview potential employees, I find daily poor interview skills, lack of computer skills, and poorly written resumes. You may think you are qualified for a position, but if you can’t articulate your value, don’t express it well on a resume, and don’t have the skills to back you up, you will be out of work for a very long time. However, the flip side is also true: You can learn to articulate your value, learn to write a persuasive resume, and gain the skills to follow your dreams and land the next great job.