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Talent Blog

Discussing the Skills Gap with a Millennial Working in Skilled Trades

Posted by  Alli Besl, Ph.D.

skilled trades skills gap

Whether you're an employer or a job seeker, I'm sure you have heard or participated in a discussion surrounding the skills gap in the manufacturing, construction, and other skilled trade industries. Even organizations that offer good pay, benefits, and job security are having a difficult time filling their open roles. We know some of the reasons for the skills gap – a push for young people to pursue college degrees and discouragement from joining these manual labor fields to name a couple – but many individuals are now coming out of college with student loans and are struggling to find jobs that utilize their degrees because of the high rate of competition.


5 Stats About the Skills Gap that Demand Attention

Posted by  Trevor McGlochlin

skills gap

Headaches from vacant positions. Training and development challenges. Increased turnover. The skills gap refers to the gap between the actual knowledge, skills, and abilities of candidates or employees, and the knowledge, skills, and abilities that employers want or need their employees to have. The gap is growing. Though there are over seven million people unemployed in the US, they may not possess the right KSAs to obtain these open jobs or to perform at a sufficient level. Below are five statistics that are causing major concern for organizations regarding the skills gap:


Job Tryouts and More Ideas to Retain Talent in Today's Labor Market

Posted by  Lindsey Burke


job tryouts retain talent in labor market-926287-edited

18-year low. That's the rate that unemployment has reached in the past 12 months. It seems like it's all we're all talking about; employers all over the United States continue to struggle to find, attract, and retain top talent. These challenges have encouraged hiring managers and recruiters to think outside the box and implement strategies with unknown consequences and outcomes, some of which clients would never consider prior to this time. Here are three strategies the current economy has promoted our clients to try:


Recruiting in a War for Talent? Consider Competencies Over Experience

Posted by  Brett Gatesman

war for talent competencies

With the current labor market, nearly all employers are having trouble filling their positions with qualified applicants. This puts hiring managers in a difficult place where they need to re-evaluate their hiring practices, and many look to the very beginning of their process: applicant flow. They might ask, “How can we get more people in the door?” It's currently a "buyer’s market" for candidates, so the recruitment process can feel much like a sales pitch. If you consider, for a moment, recruitment as sales, then have you thought about whether your sales territory covers the full candidate market? Would it be possible to "sell" to candidates from seemingly unrelated backgrounds?


Manufacturing Hiring: Good Employees Have Never Been Harder to Find

Posted by  Steven Jarrett, Ph.D.

good manufacturing employees

The Operations Manager just informed you that he needs ten new hires next week to meet the growing customer demand.  In addition, you've had four people turn over this week who will need to be back filled immediately.  However, your candidate pipeline is running dry and you cannot get people through the hiring process fast enough.  How are you possibly going to fill these 14 new positions?  For many Talent Management professionals, and particularly those in the manufacturing industry, this is the new norm – an unending list of open positions and a dearth of qualified and available talent. There is a confluence of events that are leading to some of the most difficult hiring conditions that we have seen in decades.


Are You an Employer of Choice?

Posted by  Bekah Regan

employer of choice

Employers of choice attract and retain the best talent and maintain a positive, productive culture. These are certainly goals of all organizations as they strive to succeed in the current labor market. To understand where your organization stands when it comes to being an employer of choice, take a hard and honest look at your organization's culture.

In our newly launched podcast, select radIO, we talk about exactly what makes an employer of choice, why it's important, and what you can do to be an employer of choice. It's not an easy feat, and it won't happen overnight, but the benefits of being a sought-after employer will go further than just a good reputation. Here are three ways being an employer of choice will help your organization succeed. 


3 Strategies to Hire Quality Employees in a Tight Labor Market

Posted by  Steven Jarrett, Ph.D.

iStock-497523726The national unemployment rate is 4.1%. A big part of this is due to the growth in manufacturing in the US. When you add in the impact of the skills gap, it's becoming more and more difficult to find top talent to fill open jobs.

With this, 58% of HR leaders say their hiring volumes are increasing. However, even with the increased hiring volume, HR leaders don't necessarily expect their recruiting teams to grow correspondingly. So, how do we find individuals who will meet our needs and who have the knowledge, skills, and abilities (KSAs) that will help your organization succeed? It's time for organizations to rethink how they attract, hire, and retain talent. Here are three ways you can do more with less: 


How to Conduct Better Interviews in the Current Job Market

Posted by  Megan Why


As recruiters and HR professionals, your jobs certainly haven't gotten any easier over the last few months with the low unemployment rate and stable job climate. While these aspects make this a positive time for the country and the economy, when you make your living by hiring the best employees for your organization, your job just got tougher. Many organizations are struggling to find candidates to fill open positions and often look to the hiring process for ways to help get people in the door more quickly and efficiently. This is a great time to make your process more effective in this changing job climate. 


How to Maintain a Positive Candidate Experience During High-Volume Hiring

Posted by  Cassandra Walter

positive candidate experience high volume hiringDuring periods of high-volume hiring, your job as a hiring manager can get very stressful. You have multiple open positions and you’re likely receiving a lot of pressure from other stakeholders to get those positions filled ASAP. With a high demand and heavy workload, it’s not surprising that some things start slipping through the cracks, like maintaining a positive candidate experience. Candidate experience refers to how job applicants perceive and react to their treatment during the hiring process. Maintaining a positive candidate experience is critical. A recent survey conducted by the Talent Board found that of candidates who had a positive experience, 61% would actively encourage others to apply to the organization, while 27% of those who had a negative experience would actively discourage others from applying. Furthermore, for candidates who had a positive experience, 50% would share their positive experience with others, while 32% of those with negative experiences would publicize their negative experience. Thus, candidate experience can greatly impact your organization’s public image and either aid or hinder your recruiting efforts.


Overcoming the New Manufacturing Hiring Challenges

Posted by  Jaclyn Menendez

Overcoming the New Manufacturing Hiring Challenges

I’ll be honest. As a Millennial, I don’t buy into most of the negative press we receive. According to the media, we’re lazy, unmotivated, and generally the least desirable option in any applicant pool. (If I believed every story that came out against my generation, though, I probably wouldn’t want to hire me either.) While there are some valid differences to expect from any generation, Millennials are mostly just adapting to the changing times and culture of their surroundings. We act differently from the generations before us, yes, but that’s because the world we’ve grown up in is also different.


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