The job market has changed significantly since the pandemic. Job seekers are pursuing greater flexibility, more meaningful work, and better work-life balance – and hiring managers are struggling to fill roles. As recruiters, we have a bird’s eye view: we see opportunities for both hiring managers and job seekers to get what they want out of the hiring process.
Our job is to facilitate and expedite ideal matches. And we know that one of the best ways to make that happen is to ensure that each party has compatible techniques. That’s why we want to arm job seekers with advice that’s consistent with what hiring managers are looking for, and vice versa.
Read on for some of our expert-backed recommendations to find the right person for an open role or for you!
1. Network before you need to. Dear hiring managers: don’t start looking for talent when you need someone ASAP! If you continuously work towards building a large and diverse network, you may be able shorten the hiring process considerably.
The same goes for job-seekers – actively networking when you don’t need a new job can improve your chances of finding a great fit when you are.
2. Get familiar with reputable online search tools. We have found that sites like LinkedIn are treasure troves when looking for candidates – even when you have the help of a recruiter. You can peruse your own online network to see and take advantage of filters that allow you to search by skill, seniority, location, and more to figure out what the talent pool looks like for your open role.
On the job seekers’ side, make sure to keep an updated and active online presence through professional platforms. Your profile can be important to job search success – the posts you create and the content you engage with can make the difference in demonstrating that you know your stuff.
3. Consider culture. Research shows that replacing an employee can cost much more than their annual salary. That’s why hiring managers should try to recruit for the longer haul. Ask questions that help you learn whether candidates have a deep interest in your organization’s work and whether they match the expectations and values of the organization.
On the job seeker’s end, research the organization’s culture and values to ensure alignment with your beliefs and work style. If you’re able to get an interview, make sure to demonstrate your awareness of their values by mentioning how they align with yours.
4. Be aware of the employment brand and company brand. Relatedly, hiring managers should always put the organization’s best foot forward. Learn about your employer’s reputation on sites like Glassdoor to be able to sell the strong points of your company’s workplace culture, as well as to be prepared to answer tough questions about unsavory reviews.
Similarly, job seekers should do their research to familiarize themselves with the reputation of their potential employers. Sites like Glassdoor can be your friend, too! Read about former employees’ experiences, and do thorough research on a prospective employer’s website to learn about how they prioritize their employees through, for example, benefits, wellness and other workplace culture initiatives.
5. Balance job descriptions with candidate potential. Job descriptions are guides, but rarely does a candidate fit 100% of what hiring managers believe they need. So, we always tell hiring managers to consider candidates that don’t meet the exact profile they have in mind. Why? Many candidates have transferable skills like strong communication, problem-solving, and teamwork. More importantly, many aspects of a role can be learned on the job.
On the other hand, job seekers have often heard that they should apply for jobs where they meet all or most of the stated criteria. We disagree. If you know that you have the knowledge, experience and ability to do the job, apply, apply, apply!! Of course, it is important to emphasize your willingness to learn and mention any past experiences where you’ve had to adapt quickly in a prior job.
6. Embrace remote work. The pandemic taught us that office workers can produce quality work product from home (and save time and money by avoiding long commutes). Indeed, some companies had record years performance-wise when their teams were working from home. While many companies have required their office workers to return to the office, most candidates desire a fully remote or hybrid work arrangement. So, it is critical to be flexible about how and where people work.
On the job seekers’ side, make sure to assess the importance of work location when considering roles and be prepared to answer. If flexible work arrangements are essential for you, be up front about it during your interview process. It can save you search time to know upfront whether an employer has policies that will accommodate that need.
7. Look out for fair and inclusive hiring processes- Hiring managers should always aim to create a level playing field that is free from bias for all candidates, irrespective of their background. To reduce the chances of allowing bias to creep in, it is important to use objective criteria, diverse interview panels, interview questions that are geared at whether a candidate can perform the job at hand, and transparent communication. The overall goal? To ensure that candidates are evaluated based on their qualifications and potential contributions to the organization.
We recommend that a job seeker’s research include reviewing a company’s diversity, equity and inclusion initiatives and seeking out employee testimonials or reviews to gauge the workplace culture. It is also important to ask about a company’s commitment to fostering an inclusive workplace culture and career advancement opportunities to ensure alignment with your values and career goals. Remember – like any relationship – that finding the right fit takes time, but using a structured process is well worth it to find a long-lasting match.
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ABOUT THE AUTHOR
Natalie E. Norfus
Natalie E. Norfus, HR and DEI Expert, is the founder of the influential HR The Norfus Firm and outspoken co-host of the “What’s the DEIL?” podcast for organizational leaders as they make their way along their HR journey. In this podcast, Natalie explores how leaders can create space for authentic human connection through the lens of DEI. She focuses on practical HR strategies and best practices that improve employee engagement, retention, and impact.
Theo M. Wright
Theo M. Wright, Sr. is Head of Finance and Operations, and an HR Consultant at The Norfus Firm. Theo has a unique combination of nearly 20 years of for profit and nonprofit people operations and management experience.