Jobs Hiring Issues Encountered by Some Employers (addressing the scouting methods)

The world population as of March 2018 is estimated at 7.5 Billion according to the United Nations. And in the United States alone, over 206 Million are within the working age population (15 – 64 years old). Basically, we can expect high number of people working in various companies right? However, there are still a lot of companies these days which never filled in vacant job positions. How did this happen?

There is actually no exact answer for this concern. Nevertheless, any employer could look at some areas of high possibilities for this issue and one could be on the jobs hiring and scouting strategies.  If you are among the employers who suffer from the same problem, then read further and be enlightened by the content of this article.

Effective Hiring Approaches: Scouting Talents

  1. Several employers who fail to fill job vacant positions often cast their nets in a single area only. However, if you want success in your talent-acquisition endeavor, this idea has to change. In particular, you need to look on the web as well as in your local community.
  1. Talent Scouting on the Internet

In our modern society today, the World Wide Web can be considered as the largest ocean to catch the big fishes. Thus, the success rate for hiring the finest candidates would be high as well. In fact, you may not only obtain talents who are looking for online jobs but even the traditional, office-based jobs.

Nonetheless, the ocean would still have different areas or zones. Likewise, the internet may have several zones too where you can search people who are fit for the job. To demonstrate, you can have the social media, the job marketplace platform, and the online job hiring services websites. There could be more, of course, yet the real point is, you have to cast down your nets in these so-called different “Internet Zones”.

In addition to that, you have to choose the appropriate nets (online advertising and hiring strategies) for a specific job position. The strongest nets should be used if you need the biggest fish (example: for an executive position) while smaller nets are great for smaller yet beautiful and highly valuable fishes (perhaps like data entry jobs).

  1. Talent Scouting in your Local Community – Hiring Near Me

Analogy: “A lot of men who search for a lifetime partner look in faraway places only find out later on that the one they’ve been searching all their life is just standing right beside them.”

Many companies neglected scouting talents within their community. This shouldn’t be the case simply because searching local candidates for job openings offer a wide array of advantages particularly on time, money, and effort. For all you know, the greatest talents might just be around the corner.

  1. Another factor that contributes to the failure of acquiring the right person for a job is on the major focus. The trend and definition of hiring has already changed today and every employer should know this in all their scouting endeavors.
  1. Focus more on the Candidates’ Skills rather than their Diplomas

Don’t get me wrong on this. College degrees and diplomas are necessary proof for the candidates’ ability. However, these are only glimpses of what they can do for their true ability lies in their passion and skill set. Steve Jobs, Ellen DeGeneres, and Michael Dell are just some of the people who prove that dropping out in college will never define success.

  1. Don’t Just Focus on the Candidates’ Work Experience but include Work Attitude and the Willingness to Learn

In a lot of cases, the candidates’ work experience is a plus point for both the applicant and the employer. However, the professional work ethics and the learning attitude are very important as well. Basically, positive work attitude maintains great working relationship and achievement of goals while willingness to learn despite less or no work experience caters a large room for development.

  • Each employer should not expect that applicants are always perfect. Sometimes, they may lack some of the qualifications stated for the job position but this shouldn’t disqualify them immediately. Other times, they aren’t able to submit all the requirements for they needed enough time to do it. For these reasons, you may apply some of the suggestions below to scout and acquire the right candidates:


  1. Carefully Check out their Qualifications and Think of Possible Activities you can do to help them Meet the Missed Qualifications

This can be a risky option but this may also allow you to obtain the most promising worker for your company. If you and your hiring team can perceive the potential of the specific candidates, it might be great to invest in them through offering various programs like training, probationary status, and many others.


  1. Diligently and Patiently Remind Potential Applicants to Finish Submitting All the Requirements

If the candidate got the skills and other things needed for your company but isn’t done submitting the requirements yet, it might be a good idea to remind them constantly about it. Although this may take extra time and effort on your part (or the company’s), you may still find this truly worthwhile later on. You can do this by calling or texting the contact number that is provided or sending an electronic mail message. Or better yet, use an automated messaging system if available.

  1. Utilize Effective Job Hiring Apps

The hiring process has made more convenient by making use of computer programs or applications. Even during the first steps of the hiring procedure (scouting), these computer tools has proven its value. It can help checking out applicants in the faster and most accurate way, it can track down their application status, and who knows what else this modern technology can do.

Not being able to hire the right worker for a vacant job position after carrying out all the hard work and the traditional hiring approaches is among the greatest causes of headache for employers. However, you can always address this problem by modifying your scouting and/or hiring strategy. Apply those insights mentioned and experience changes in your hiring results.



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