Today’s Job Seeker, Part II:
Unearthing Top Talent Amid An Oversaturated Labor Market
The challenges of managing an open position in today’s economy are multifold, as any manager can attest. After the initial “what now?” anxiety of an impending staffing change subsides, departments often find that the most challenging aspect of filling their vacancies is not attracting applicants, but rather honing in on “the one.” Tools, tips, and clever tricks to assist struggling jobseekers abound, and in such a competitive environment, it takes an analytical eye to ascertain top talent when it surfaces.
Long reputed among jobseekers as the most surefire path into an organization, networking is a valuable tool for hiring managers as well. Final candidates for recently-filled positions, who often have been interviewed in-depth by managers and seriously considered, though ultimately not extended an offer, may be the perfect fit for your current opening. Colleagues and fellow managers who have recently hired a new staff member are top resources for recommendations of prescreened star candidates; they’re simply waiting to be asked.
In the desire to quickly fill a vacancy, it’s also vital for managers not to confuse volume with quality. In the case of a particularly challenging or highly specialized position, managers will benefit from willingness to “go to the mountain” in search of the right candidate: while the employment website is proven to be a successful advertising venue for open positions, drawing 6,000 to 8,000 applications each month, positions requiring certain experience or credentials often benefit from reaching out to their target populations more aggressively. Advertising with field-specific professional organizations and trade publications can greatly increase the likelihood of hitting the hiring mark.
Additionally, niche advertising reaches out to qualified passive jobseekers who may be interested in making a change, but have chosen to remain under the radar during economic turbulence in the interest of job security. If the right opportunity knocks, a passive candidate might just be willing to come up for air. Contact your Employment Representative (Danforth 935-5906 or Medical School 362-7196) for assistance identifying the ways you can tailor your search to be sure you choose to knock on all the right doors.