For the first time in history, the number of job openings exceeds the number of those who are unemployed. The rate at which employees are leaving their positions is rising at an escalating rate and to keep up in this rapidly changing market, companies need talented workers to be more flexible than ever before to fill critical gaps and maintain lean operations. In short, there are an overabundance of job opportunities, a meager supply of candidates and it’s critical for companies to fill openings as quickly as possible.
Savvy job seekers, however, can identify companies that are simply trying to fill open positions and ones that have a growth mindset. Talented workers want more than just a job to do. They want meaningful careers, purposeful challenges, and to know that they have growth potential. They will balance short-term and long-term aspects of a job so the job itself represents the best career move among competing opportunities. Talent is just as interested in what the company has to offer them as they are in what they can bring to their potential employer.
When companies recognize this shift, they can present opportunities that articulate what an employee can become via formal career pathing, talent development and training programs. With these components companies are much more likely to attract, secure and retain talented workers. Compensation is of course important too (companies need to provide competitive compensation in the market place), but it should never hold all the weight in a job offer. Job decisions (not career decisions) are made when compensation becomes the dominant decision factor combined with the skewed perception about the job and what it’s going to take to be successful.
It is essential for companies to examine what their employee value propositions (EVPs) are and communicate them to employees and trusted business partners. EVPs are an opportunity to attract talent and keep employees engaged. When job descriptions are presented with both EVPs and realistic career objectives and expectations, candidates are more likely to ask themselves “is this the job I want” so that they are not disappointed even though the pay may (or may not) meet their expectations.
At Nissen Staffing Continuum we consider all of these factors when we present our clients to candidates. With this same thought process, we are also experts in coaching and mentoring candidates throughout their career search. The synergy of this approach gets lasting results, but we’re not stopping there! Watch for our next article after the 1st of the year where we’ll give you the inside scoop about our new proprietary assessment tool – you won’t want to miss it!