Help hiring managers adapt their expectations to hiring market realities

Unrealistic or outdated expectations on the part of hiring managers can sink your recruiting efforts. The realities of today’s labor market and changing hiring landscape requires hiring leaders to be adaptable in their expectations, especially if they hire less frequently or believe there is a line of candidates just waiting for their job posting. As recruiters and HR leaders, it’s our job to communicate the current job market and help our partners navigate it to hiring success. Often, this means helping them set realistic expectations and develop new selection skills.

Here are a few key lessons for leaders:

1) Reinforce that there’s not an unlimited pool of qualified candidates available. In other words, when presented with a qualified candidate, they need to assess them and decide quickly if they are a good fit. For example, I presented a qualified candidate who could only work part-time as an option for an opening to a leader who had a full-time position that had been open for three months. Instead of automatically holding out for a full-time person, we explored whether a qualified part-time person would be better than leaving the position unfilled and the potential cost, such as lost customers, added stress on current staff, etc.

2) Focus on transferable skills. Instead of fixating on specific job titles or industry experience when reviewing applicants, identify candidates with transferable skills that can be applied across different roles. This approach significantly widens the talent pool and allows for more flexibility in hiring decisions.

3) Emphasize potential and cultural fit. Look for candidates who demonstrate potential, a willingness to learn, and a cultural fit with your organization. Assess their values, attitude, and adaptability to ensure they align with your company’s vision and work environment.

4) Rethink your requirements: Do you really need a degree to do the job? What about specific experience – would experience that is related to what you need be acceptable?

5) Add on-the-job training: What support could the organization provide to those interested in learning the needed skills? Or what type of training can you provide after someone is hired? Thinking about these opportunities in advance can help you to open up the applicant pool.

I’d love to help. Reach out if I can assist with updates for your organization’s leaders on today’s hiring environment.