Have a Specific Job Available? Where Are All of the Candidates?

It’s no secret that companies are struggling to find the tech pros they need to fill all of their vacant positions. Currently, the national unemployment rate among IT professionals reached 2.5 percent during the first quarter of 2017, showing exactly how few qualified individuals are actually seeking new employment opportunities.

The truth is there are talented people out there; they’re just working at other jobs. And those who are currently looking for new opportunities might not have the skills or experience you are looking for, leaving you short on qualified applicants.

However, it’s also possible the right candidates simply aren’t finding your job openings or that the information provided isn’t connecting in the right way. If your recruitment methods aren’t getting the information out to the right people, then the number of available candidates is irrelevant. To help you locate the right professionals for your job opening, here are some tips for managing the process in this highly competitive market.

Focus on High Priority Needs

If your job posting looks like a laundry list of requirements, then it’s possible candidates are screening themselves out of contention because they don’t possess every skill listed as a must-have. Instead of including everything you hope a person may have, scale the skills requirements down to only high priority competencies. This makes it easier to connect with job seekers who have those core skills and limits the chance of a person removing themselves from being a potential candidate because they think they aren’t qualified.

Keep your vacancy announcement concise by including only what you absolutely must find as this increases your chance of getting high-quality applicants that can fill skill gaps and perform key tasks. In most cases, talented candidates will bring additional skills with them, checking off many of the other boxes you would like to see anyway.

Use New Recruitment Tools

It wasn’t long ago when you could just post an opening on the company website and get all of the applicants you need. However, this approach isn’t as effective in an economy where IT professionals aren’t struggling to find opportunities. Even using large national job boards might not connect you with the right potential employees, as they aren’t as popular as they once were among job seekers.

Now, you need to cast a wider net if you want to reach top talent. This means using tools like social media to get the word out about openings, posting on industry specific job boards, and working with professional staffing firms to get access to the right job seekers.

Are you looking for IT talent?

The wider you cast your net, the more likely you’ll find the ideal candidate for your job. If you’re seeking top talent, the team at Resolution Technologies can help you connect with job seekers throughout the area. Contact us to discuss your specific job today and see how our services can work for you.


Onboarding Doesn’t Have to Be Tough: What Are the Essentials?

The concept of onboarding can include a large number of activities. And, the sheer volume of options can make the entire process seem cumbersome. However, failing to onboard employees properly can lead to issues down the road, so it is imperative to find a process that meets their needs without becoming a full-scale event.

Luckily, it is possible to create an onboarding program that covers the essentials while leaving out any unnecessary extras. Instead of avoiding the process entirely, here are some tips to narrow it down to just the essentials.

Getting Acclimated

Your mission when creating an onboarding program should be to decrease the learning curve associated with fitting into the work environment and associated position. This allows the employee to become more comfortable with their work while also increasing the rate at which they become a valuable, contributing member of the team.

Surprisingly, this doesn’t always involve telling them how to do their job. Instead, make sure they know where important resources, including other employees and equipment, are located within the facility. Make formal introductions to the people associated with their organizational hierarchy, including other team members, supervisors and managers. Then, familiarize them with the locations of commonly needed equipment, like scanners and copiers, as well as basic office supplies.

The intention is to get them comfortable with the people and the space. That way they don’t feel stuck just because they don’t know who to ask for help or where to find the basic tools they need.

Training and Mentoring

New employees often place more value on mentoring opportunities and on-the-job training than anything else during the onboarding process. This means focusing on providing relevant and organized information should be a priority for any company bringing in new personnel.

One approach that can help make both of these goals more accessible is to assign incoming employees a buddy who works in a similar position. They’ll have a specific individual who will help them understand the idiosyncrasies of the position, including how certain tasks are traditionally managed.

You should also cover any corporate policies and procedures that affect their position. This includes items like password policies, trouble ticket processes, email protocols, internet usage policies and standard communication methods. Additionally, review basic expectations associated with the position including anticipated workloads, goals and milestones, and any reporting requirements.

What You Can Drop

Some companies believe the onboarding process needs to involve more than sufficient training and familiarizing new employees with the workplace. This leads businesses to spend money on perks like free food, which are simply not a priority for the employees participating.

Anything that does not help employees become more comfortable with the environment or assist them in shifting into their position more efficiently can often be removed. Ultimately, new employees will appreciate the efforts directed towards functional knowledge rather than a superfluous perk hands down.

If you are looking for more tips about managing the onboarding process, or are looking to hire a new employee, Resolution Technologies can make your entire hiring process more efficient. Contact us and see how our expertise can work for you.