Overcoming the Modern Job Market Maze

The current job market is frustrating for both candidates and companies. How did we get here, and what can we do to move forward?

A Tale of Two Perspectives:

Many job seekers apply to multiple jobs daily but rarely receive a response. The process can be confusing and disheartening. The job market seems promising with over 1 million open positions in the UK last year and low unemployment rates globally. However, the job search process has become a challenging maze. Over 40% of candidates describe their job search as “frustrating and long,” and many feel completely burned out.

Challenges on Both Sides:

Candidates often face rejection without explanation due to automated screening tools. Communication from companies can be slow, and job-posting scams are increasingly common.

From the employer's perspective, the frustration is mutual. A 2023 survey found that 93% of hiring managers struggle to find skilled professionals. The hiring process is taking longer, and despite the abundance of job boards, many companies feel they lack qualified applicants. Layoffs and reorganizations have further strained HR departments, and AI tools, while promising, may inadvertently reject qualified candidates and perpetuate biases.

Evolution of the Job Market:

In the past, job postings were limited to local classifieds. The advent of online job boards like Monster in 1994 revolutionized the job search. By 2015, most people in the UK were searching and applying for jobs online. Today’s advanced systems allow for detailed searches and streamlined applications. However, this technology also enables quicker rejections, adding to candidates’ frustrations. Candidates are experiencing multiple instances of being "ghosted" by potential employers.

The Role of AI:

AI has made the hiring process more efficient but not without flaws. It can miss key qualifications if specific keywords are not used and can even exhibit biases. For instance, AI might rank candidates based on criteria that inadvertently disadvantage certain groups.

The Human Element:

Despite technological advancements, human judgment remains crucial in evaluating soft skills, building rapport, and recognizing biases.

Looking Ahead:

The job market dynamics have shifted since the Great Resignation. Job openings are still high, but economic uncertainties loom. Both job seekers and employers are anxious about the role of AI in the future of work. While AI promises efficiency, it’s clear that human oversight is essential.

The hope is that a balance between AI advancements and human involvement will improve the hiring process. Companies must adapt to these changes thoughtfully to ensure a fair and efficient job market for all.

As we navigate the complexities of the modern job market, it’s vital to address the frustrations on both sides. By balancing technology with human judgment, we can create a more effective and equitable hiring process.

Pro Tip:

This is why you should perhaps not bother applying to roles online. Instead, speak to a recruiter first or try to network with the company's hiring manager. You may be lost in the process otherwise.

For more insights and professional career services, visit

https://www.cgrahamconsulting.com/

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Rethinking HR's Role in Hiring

Human Resources (HR) plays a crucial role in any organization, handling between 6 to 12 functions depending on the company. Among these functions is the hiring and selection of candidates. However, the question arises: should HR be heavily involved in the recruitment and hiring process? And if so, what should their involvement entail?

Historically, management has often delegated this role to HR. But if you're building a team, wouldn't you want to have control over who you hire? Your success is largely dependent on your team, so why entrust this critical task to someone else?

Based on my extensive experience in various recruitment processes, I've observed that HR can sometimes slow down the hiring process, add unnecessary layers of communication, and potentially lead to missed opportunities for acquiring top talent. Here are three key considerations for hiring managers when it comes to HR's involvement in recruitment:

1. Expertise: If you're building a team with specialized skills, HR should not be the first point of contact or the ones screening resumes. HR professionals are not experts in fields like marketing, IT, or sales. Delegating this responsibility to HR can take critical recruitment tasks out of the hands of managers who are better suited to assess candidates. Speaking with an external Executive Search firm can provide realistic and up-to-date information on the current pool of candidates that might be available.

2. Communication Breakdown: The more people involved in the recruitment process, the higher the chance of communication errors. Having a more streamlined process involving just the hiring manager, the candidate, and a facilitator (like an executive assistant or recruiter) reduces the risk of communication breakdowns and delays.

3. Overburdened with Other Admin Tasks: HR does not have a personal stake in who joins your team. They are not compensated based on successful hires and are not held accountable for bad hires—you are. If a candidate is lost due to HR delays, it affects your team, not HR. Ensuring the right people are hired should be a priority for the hiring manager who has a vested interest in the outcome.

Over-reliance on HR for recruitment can lead to several issues:

- Lost Money: Companies spend vast amounts on job boards like Monster.com, which often yield low-quality candidates and miss out on passive candidates.

- No Rapport with Passive Candidates: HR may struggle with niche roles due to a lack of time and expertise in specific fields.

- Missing Out on Great Hires: Automated HR processes may filter out good candidates based on algorithms rather than quality assessments.

- Mistaking Quantity for Quality: HR’s high-volume approach can lead to superficial evaluations and missed opportunities for deeper candidate engagement.

- Over-Solicitation: High application volumes lead to a poor candidate experience, with many candidates receiving little to no follow-up.

- Lack of Accountability: HR’s separation from the departments they serve results in little accountability and incentives for quality work.

- Isolation from Professional Networks: Hiring managers may become disconnected from their professional communities if HR handles all candidate interactions.

- Wasted Time: HR's divided focus can result in inefficient hiring processes, causing delays and missed talent opportunities.

It's important to recognize the value HR brings in other areas such as benefits, training, development, and compliance. However, my experience has shown that the most efficient recruitment processes involve minimal participants and only involve HR at the final stages for offer paperwork and onboarding.

At C. Graham Consulting, we specialize in executive search and understand the importance of a streamlined recruitment process. We help organizations identify and secure top talent without the common pitfalls associated with traditional HR-led recruitment. Visit our website to learn more about how we can assist you in building a high-performing team.

https://www.cgrahamconsulting.com/

What has been your experience with HR in the recruitment process? Do you believe they should be responsible for hiring and recruiting?

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Must-Ask Questions at the End of a Job Interview

Nearly every interviewer gives you the chance to ask questions at the end of the interview. It’s essential to have at least two or three questions prepared to express your interest and show you’ve done your homework. Here are some key questions to ask:

Company-Specific Questions

1. How would you describe the company's culture?

   - Demonstrates your interest in finding a good cultural fit.

2. What is your favorite thing about working for this company?

   - Offers insight into the company's culture and creates rapport.

3. How do you see this company evolving over the next five years?

   - Shows you’re interested in the company’s future and your potential growth.

4. How does the company define and demonstrate its values?

   - Indicates you’ve researched the company and want to align your values.

5. What qualities make for a successful employee here?

   - Shows your determination to succeed and fit in.

6. Who do you consider your top competitor, and why?

   - Provides deeper insights into the industry and company positioning.

7. What are the biggest challenges the company is facing right now?

   - Helps identify industry trends and areas where your skills could be useful.

8. How is the company addressing these challenges?

   - Offers additional insights into the company’s ambitions.

9. What do you think encourages employees to stay at this company?

   - Gives a broader sense of the company's culture and employee satisfaction.

Role-Specific Questions

10. Can you elaborate on the day-to-day responsibilities of this job?

    - Clarifies the role's responsibilities to ensure it’s a good fit for you.

11. Who would I be reporting to?

    - Helps understand the reporting structure.

12. Will I have an opportunity to meet my supervisor during the interview process?

    - Important to know how you will interact with your supervisor.

13. How would I collaborate with my supervisor?

    - Understands the management style and interaction.

14. What do you think is the most challenging aspect of the job?

    - Prepares you for the role’s challenges.

15. What does the ideal candidate for this role look like?

    - Ensures your skills and background align with what they’re looking for.

16. What are the most important qualities for success in this role?

    - Provides valuable information on unlisted job requirements.

17. Beyond technical skills, what soft skills are crucial for this role?

    - Offers more insight into company culture and management values.

18. Is this a new position? If not, why did the previous person leave?

    - Understands the role’s history and potential for advancement.

19. How have people previously succeeded in this role?

    - Gauges how the company measures success.

20. How has this position evolved?

    - Indicates potential for advancement or career development.

21. What are your expectations for the first 30 to 60 days?

    - Helps understand immediate expectations and metrics for success.

22. How do you evaluate success in this role?

    - Understands company’s success metrics and career advancement paths.

23. Is there a typical career path for someone in this role?

    - Shows your interest in long-term growth with the company.

24. How do I compare with other candidates you’ve interviewed?

    - Provides feedback on your standing and any concerns.

25. Do you have any hesitations about my qualifications?

    - Addresses potential weaknesses and shows confidence.

26. Have I answered all your questions?

    - Ensures all concerns are addressed.

Wrap-Up Questions

27. What is your timeline and what are the next steps?

    - Clarifies the process and helps you plan accordingly.

28. Do you need me to clarify or elaborate on anything regarding my suitability for the position?

    - Offers to provide more detail if needed.

29. Is there anything else I can provide to help with your decision?

    - Ensures no uncertainties remain.

30. Has this company changed your original career path?

    - Engages the interviewer in a personal conversation.

31. What’s one of the most interesting projects you’ve worked on here?

    - Gains insight into the job and company’s objectives.

32. What’s been your best moment at this company?

    - Reflects on positive experiences within the company.

33. Where do you see yourself in five years?

    - Understands the interviewer’s career path and company opportunities.

34. Is there anyone else I should meet with?

    - Indicates the company’s team-building values.

35. Are there any other important aspects of the job we haven’t covered?

    - Ensures you’ve covered all important aspects.

Tips for Asking Questions

- Ask questions that require more than a "yes" or "no" answer.

- Avoid questions with obvious answers you could find on the company’s website.

- Limit yourself to three questions but have up to 10 prepared.

- Wait to discuss salary or benefits until the negotiation phase with HR.

By asking thoughtful questions, you show the interviewer that you’re genuinely interested in the role and the company.

For more tips and insights on interview preparation, visit:

https://www.cgrahamconsulting.com/

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