Is Speed Hiring Right For You?

Labor shortages in the U.S. have been a longing issue that businesses have been battling with due to the rise of the Omicron variant and the “Great Resignation.” According to the Labor Department’s latest Job Openings and Labor Turnover report, approximately 4.5 million workers quit their jobs in 2021 which is equivalent to 3% of the total U.S. workforce. Most of the turnovers came from minimum-wage industries such as food services, health care, social assistance and warehousing. In order to combat labor shortages, companies such as Home Depot have adjusted their hiring strategies in order to get their speed hiring perfected.

How Fast Is “Speed Hiring”?

Dubbing the hiring shift as the “speed hiring” era, companies are taking less time to hire in order to expand their workforce. Jobseekers usually have to go through a timely process before obtaining a job. On average, the hiring process takes about 23 days to hire with some industries taking up to 53 days to hire. Not to mention, the jobseeker market is highly competitive as it is candidate-driven. Jobseekers have more bargaining power over employers and have a variety of job options.

Some Companies Offer One-Day Offers

In response to the hiring challenges, Home Depot plans to offer job seekers a position within a day of receiving their application. With Home Depot’s plan to increase their workforce by 25% in the Spring, speed is the name of the game in their hiring strategy. According to Home Depot’s vice president of talent acquisition, Eric Schelling, he states that “We know that the same things that are important to our consumers are important to job seekers — speed, simplicity and controlling the experience to fit their schedule”. 

What Types Of Companies Are Speed Hiring?

With the current candidate-driven market, speed hiring might be best suited for companies who lack the right personnel to run their businesses and need positions to be filled right away. For companies that require skilled workers, speed hiring doesn’t mean that the business neglects their hiring standards. This implies that businesses need to reevaluate their hiring strategies in order to speed-up the hiring process. Especially with a candidate-driven market, speed hiring provides companies with a one-up from competitors who are seeking a similar candidate. 

As companies are eager to acquire top candidates, speed hiring allows businesses to cut back on hiring time and costs, gain access to higher quality hires and potentially increase job acceptance rates. 

Speed hiring allows HR managers and recruiters to reduce the amount of time spent in recruiting, researching, and screening candidates. This also reduces the time spent for HR managers and employees covering the workload for the unfilled position; in which, cuts back on hiring costs.

On average, top candidates are out of the jobseeker market within 10 days. Speeding up the hiring process allows businesses to recruit top qualified candidates before other competitors. This secures businesses with their ideal candidate and prevents businesses from missing-out on quality hires. 

Besides acquiring the top suited candidate, speed hiring increases the chances for job acceptance rates. Providing a faster and more efficient hiring process provides a positive candidate experience, avoids candidate bidding from competitors and prevents candidate drop-out. Providing a timely offer also gives jobseekers less time to interview with other companies or engage with counter-offers from other hiring managers. 

Contact us to discuss our recruitment services to help you with “Speed Hiring.”

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What Cities Are Hiring Top Tech Talent Right Now?

This past year has been difficult for U.S. businesses to develop technical talent due to the transition to remote work and with the pandemic halting business advancements. Conducting on-site training is nearly impossible due to the restrictions in place. Renowned tech-hubs such as the San Francisco Bay or the New York City area have experienced a negative shift in migration due to it’s high rent prices. This has caused engineers and top candidate talent to relocate to smaller cities for better cost-of-living. 

Increase Tech Hubs: Madison, Colorado Springs & Raleigh-Durham-Chapel Hill

Smaller cities in the Midwest, South, and Mountain time zones have been experiencing an upwards trend of qualified engineering workers and top candidates migrating to smaller cities. According to a 2021 research study, Madison, Colorado Springs, and Raleigh-Durham-Chapel Hill served as the top three cities where there has been an increase in tech-hubs and pool of engineers. 

Amazon Relocates To Madison

Madison, Wisconsin, named as the most resilient tech hub has progressively been making a name for itself when it comes to engineering talent where they experienced a 4.6% growth in the tech talent pool. This shift has caused top companies such as Amazon to relocate their recruiting into these smaller towns since talent is readily available. Amazon’s business units such as Amazon Web Services and Shopbop have already been on the lookout in Madison, Wisconsin for talent offering over 46 new jobs just for tech talent. 

Cybersecurity Flourishes In Colorado Springs

Colorado Springs, taking the number two spot is renowned for its cybersecurity expertise. A software company named Ivanti has taken notice of the increase in talent in Colorado and has been actively growing its presence in Colorado. The company is planning to hire 50-75 of new candidates in Colorado Springs in pursuit of making the city Ivanti’s “center of gravity” for two main software lines. 

Consider Hiring From Outside Your Normal Geographic Area

Much of the talent that has moved from large urban areas are unlikely to return due to cheaper costs of living, particularly for housing, and improved quality of life. Organizations need to develop their company’s technology infrastructure and organizational culture in order to support remote and hybrid work. Especially with the rise of digital workspaces, companies are continuously expanding and reaching out to smaller states to find top talent. Companies that adapt to the new geography of work will not only cut on their costs by decreasing the requirement for real estate, but they will also gain a competitive advantage in attracting and retaining highly mobile people. 

Could Remote Hiring Be The Best Fit For You?

Considering the growth of smaller city’s talent, the gig economy is a powerful solution to reaching out to a wider range of candidates. The gig economy allows your company to attract top candidates virtually from anywhere. Besides that, you can cut on costs without compromising on the quality of work. The way the gig economy works is that an employee enters into a formal agreement with a company to provide the necessary services. Factors such as hours worked, benefits offered, and duration of contract are just a few of factors in consideration when pairing up staffing needs with a potential gig worker. With the gig economy, the opportunities for company expansion and growth are truly endless. 

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How Video Resumes Can Help You Stand Out To Employers

How Video Resumes Can Help You Stand Out To Employers

With the technological shift in using more video based communications, there has been a new hiring trend where top candidates and job seekers create video versions of their resume in order to grab the attention of hiring managers. The purpose of a video resume is to change the monotony of the traditional way of applying for jobs.

The video would serve as a supplement to the traditional resume similar to a cover letter. Based on a survey conducted by LinkedIn, the majority of the U.S. hiring manager respondents appear to be open to the concept, where 76% of more than 1,000 respondents said that a pre-recorded video of a potential candidate would be useful.

A video resume allows you to talk about your work experience, exhibit your personality, and differentiates you from other candidates. This concept is still fairly new and underutilized by several job seekers, because of skill limitations or being unaware of the concept.

Well, look no further. Here are the tips and tricks from job search experts on how to make a video resume for you to stand out from the workforce competition: 

Keep it Short and Sweet

HR managers go through piles of resumes every day and the video you produce should create a sense of excitement. Creating a video that is too long could be just as boring as the traditional resume. Remember, your video is only a supplementary tool and should not be your main resume. Your video must be in the range of 30 to 90 seconds in length to ensure that the hiring manager stay engaged. 

Give More Depth Than Your Resume

Similar to a presentation, you don’t want to just read from a script. Provide new insights and show your personality, similar to writing a cover letter. A good outline to follow would be having an introduction, your profession or field, what drives you or what makes you passionate, specific accomplishments, testimonials or personal recommendations, and, lastly, your closing statements. 

Utilize Free Video Editing Software 

There are several free websites that allow you to create videos seamlessly without knowing too much about editing. With one simple search, you are able to find free video editing software programs online at your disposal. 

Tailor Your Videos

Just like creating your resume, it is strongly advised to tailor videos based on the company you are applying for. A good tip to take note of without heavily editing the video is to tailor only the first part of the video. This way, all you have to do is to change just the intro of the video each time instead of remaking a video every single time for each company you apply for. 

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Casting For Candidates: The Untapped Value Of Universal Skills

Traditionally, filling open roles within an organization begins by looking for candidates who have held similar roles in other companies. This can be an easy way to gauge experience and qualifications in order to plug a candidate into a new position with a higher confidence level for success.

What happens when you aren’t finding talent with that past experience that fits your needs?

How do you handle it if you have a niche need that may not have a large pool of candidates with traditional experience?

There may be plenty of strong candidates out there. You may just have to think a bit differently about how to find them.

Think Macro, Not Micro

It can be easy to review a resume, or guide an interview, and look for a candidate that has 1:1 experience with the role you’re looking to fill. If you take a step back to assess what makes an employee succeed at your company in these roles, it’s likely that you’ll see some universal skills at the core.

What if instead of having experience on an exact computer program, you found someone that was adept at learning new systems in general? This is a valuable skill in getting someone up and running quickly, but can also prove doubly beneficial when your organization has to evolve down the line.

Interview prompt: Ask a candidate how they approach learning new-to-them software

Think you need someone that can sell a specific product?  Consider stepping back to look for  someone who is skilled with communication and a strong relationship driver, so they can clearly articulate product benefits and forge connections with customers.

Interview prompt: Ask a candidate for a situation when they felt they gained a relationship win under challenging circumstances.

Take a step back and reflect on those foundational qualities that are at the heart of the role; detail-oriented, independent worker, strong multi-tasker, proven customer service skills. You’ll find it helps you focus in on evaluating candidates.

Considering New Talent Pools

Your traditional recruiting pipelines may not always produce an ample candidate pool. Shake things up and think of other places candidates with the foundational skills mentioned above might be searching.  The current job market may have created a large talent pool that possesses the universal skills you can parlay into roles at your organization.  

One recent example: The hospitality industry became a valuable talent pool during the pandemic. When many in the hospitality industry found themselves out of work during the pandemic, their customer service skills were repurposed into other roles created by the pandemic, such as contact tracers and temperature checkers. By being open to this broader skill set, these crucial roles were filled more quickly.

Source Talent In New Ways

Catalyst Career Group can identify the best customer service and sales talent for your fast-hire positions. Qualified candidates can be screened and presented for you to interview based on your unique hiring needs.

The Powerful Solution for Today’s Hiring Needs: Gig Work

Is your organization feeling pressed for right-sized staffing, but given the volatile past year, feeling hesitant to fully staff up with permanent employees? We can tell you one thing, you are not alone. There is one specific solution to this predicament that can work well for both your company and job seekers; gig work.

If the term gig worker is new to you, you may be more familiar with other terms used to describe this approach to employment; Independent contractors, freelancers, temporary workers and on-call workers can all be considered forms of a gig worker. Essentially, this is an employee that enters into a formal agreement with a company to provide necessary services, but often with a customized contract that differs from your standard employee. Factors like hours worked, benefits offered, and duration of contract are just a few of the potential variables when pairing up staffing needs with a potential gig worker.

A recent study showed that 92% of job seekers feel that now is a good time to look into this evolving gig economy. That’s great news for your organization, as it means there is an appetite for crafting new, temporary positions and candidates hungry for non-traditional employment structures.

The benefits to a company when considering this type of job seeker are many:

New opportunity to find a highly qualified candidate

A job seeker open to gig work may feel a part-time or short-term contract has an innate benefit to their life. As a result, they may be more flexible in compensation packages or contract duration in order to secure that flexibility. 

Affords your organization increased flexibility

In volatile times, you want the chance for appropriate staffing to deliver on your business goals, but also the freedom to easily pivot in order to save hours and costs should company needs shift. Considering month-to-month employment contracts is a great way to know you won’t be locked into covering employees should business needs shift.

Unofficial trial period

Both candidate and company get the opportunity to know each others before moving to a permanent position. After a short-term employment agreement, you may find this individual is an ideal fit for a longer-term position. When your company is in a position to offer up something more permanent, both parties discuss new working terms with confidence and full knowledge on both sides.

If you’re ready to get creative on how you’re filling workforce needs, Catalyst Career Group is ready to help you identify potential candidates. With turnkey, customizable recruiting opportunities like Virtual Career Fairs and private recruiting events, we put you in touch with sourced, pre-screened job seekers so you can identify the right talent quickly.