HR Insights

Today’s Biggest Hiring Challenges: Q&A with Mary Springer

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Mary Springer
Partner
May 3, 2022
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With more than 20 years of experience matching qualified candidates with open positions around the Indianapolis area, That’s Good HR Founder and Partner Mary Springer has seen opportunities rise and fall with the economy and job market. It’s a job seeker’s market, and Mary sat down to chat about how employers can stand out and find qualified candidates amongst today’s biggest hiring challenges.

What are the biggest hiring challenges employers face right now?

Mary: The record low unemployment rate is the biggest challenge. Employers have fewer candidates for open positions, and many candidates receive more than one offer. After two years of non-traditional work schedules due to the pandemic, we have discovered that candidates want flexibility – they want remote options and autonomy over when they come into the office.

What happens if an employer cannot offer a remote option?

Mary: I’m honest with employers. If you are trying to fill an in-office position, you will have a limited number of candidates. I encourage employers to consider offering a flexible schedule if possible. I also suggest offering direct-hire positions, rather than temp-to-hire. Temp-to-hire has worked well in the past, but today’s candidates want the security of a direct-hire position.

What other factors influence a company’s ability to hire the best candidates?

Mary: The salary and benefits package are important. Candidates have more opportunities in today’s market, and inflation has cut into salaries’ overall value. We also encourage employers to respond quickly after an interview. Last week we sent a candidate to several interviews, and he had three offers soon afterward. If you’re moving too slowly, you’re going to lose good candidates.

What do you want to tell employers who are trying to find the best candidates?

Mary: Be flexible, pay a competitive salary and have a good onboarding program. You need to engage your employees to keep them. If you are going to ask them to come to the office, make it fun.

Are you struggling to fill open positions in your workplace? That’s Good HR is your staffing partner. We do the background work for you, reviewing resumes and matching your company with candidates who have the skills you require. Let us help you make your next workplace match by contacting us today at 317-469-4141.

Tips

Tips for Eliminating Hiring Barriers

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Tiffany Moore
VP, Client Partnerships
December 13, 2021
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Many companies are in a crunch to hire employees in light of the COVID-19 pandemic and ensuing “Great Resignation.” But are you inadvertently passing over groups of willing job candidates because of barriers in your hiring process? That’s Good HR is here to help you with eliminating hiring barriers to find the best temporary, temp-to-hire or direct hire employees for your Indianapolis business. 

Minding the gap — the resume gap, that is

Say a candidate comes in for an interview, and their personality and skills are just the right fit, but they have a space of several months or years without employment on their resume. Would you pass them over based on that gap alone? 

The hiring process should not discard resumes with resume gaps. There are a number of acceptable and professional reasons someone may have a gap on their resume. Because of the issues facing us currently, it will be more common for candidates to have resume gaps. Removing any emphasis your hiring process places on consistent expertise versus cumulative will broaden your pool of potential candidates.

Eliminating barriers with an inclusive job posting

The beginning is a great place to start. Writing a job posting that resonates with the correct audience will lead to more applicants. For example, an entry-level position should not require multiple years of experience. Postings full of industry jargon may not be accessible for qualified candidates breaking into a new career field. Consider the traits and attributes that are most important to the position and focus on those, rather than the hard skills that may be easily teachable. 

You may also be unknowingly associating your job posting with a specific gender or other biases. Obviously, your posting should not use gendered phrases such as “He will perform specific tasks,” and you should also try to avoid gender-biased language such as the more masculine “competitive,” feminine-coded “interpersonal,” as well as phrases like “able-bodied” or “youthful” candidate. 

Working with our team on eliminating hiring barriers

These are just a couple of examples of barriers in the hiring process that lead to fewer applicants and hires. Reach out to discuss your current processes more in-depth. We can also manage the hiring process to find you the best candidate for your business. We are connecting with candidates in new and innovative ways every day.

If you are ready for us to take the burden of staffing off of your shoulders, contact us today online or at 317-469-4141!

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