Recruiting Perspective

There are 5,000,000 jobs that are going unfilled because the skills just aren’t there.  5,000 jobs is a significant number.  5,000,000 is a significant impact.  We still have a ton of “underemployed” in America. These skills like PLC programming, Medical Lab Technology, and Revit Design ain’t Rocket Science.  They are skills and they are specific, but they can be learned. The gap is fillable.  Fill a spot or encourage someone who needs it to fill a spot and the skills gap will close.  That will have a real impact. todd@toddkmiec.com http://www.recruitingblogs.com/profile/ToddKmiec https://www.facebook.com/pg/Todd-Kmiec-and-Associates-194864617211094/about/

Healthcare is a real hot button issue for a lot of people and certainly for politicians.  There are good arguments on all sides of that debate but, make no mistake about it, Free Market Healthcare would be fantastic for business. Wide open competition brings lots of movement and lots of drive to any market.  More companies doing more things, finding more interesting niches, filling gaps, and driving profits and business for other businesses that they touch.  It might not be our end goal or only goal to drive business and economic growth to higher levels, but it’s probably pretty high on the list for most of us. todd@toddkmiec.com http://www.recruitingblogs.com/profile/ToddKmiec https://www.facebook.com/pg/Todd-Kmiec-and-Associates-194864617211094/about/

Economists are lowering their expectations going forward because of unexpected gridlock.  Gridlock is the norm in Washington but with a Republican White House and Congress there was some hope that a lot would get done.  But the gridlock remains.  Too many competing agendas. Where this leaves us is probably stuck in this slow, lower than 2%, growth.  That’s better than a recession, but if you are waiting for the economy to give an extra boost to business you are probably going to be waiting for a long time.  Better do it on your own. todd@toddkmiec.com http://www.recruitingblogs.com/profile/ToddKmiec https://www.facebook.com/pg/Todd-Kmiec-and-Associates-194864617211094/about/

It’s pretty disappointing when we don’t land the candidate that we were after.  There’s a lot of frustration when this happens.  In most situations however, there is more than one person in the candidate pool.  Someone who fits the need and would be an excellent hire. On any search you should look at the big picture and and understand that there are some number of potential candidates in existence that would be a great hire.  The objective is to make a great hire, improve your business, not to hire one particular person. todd@toddkmiec.com http://www.recruitingblogs.com/profile/ToddKmiec https://www.facebook.com/pg/Todd-Kmiec-and-Associates-194864617211094/about/

Job stability is not what it used to be.  It seems like it was a century ago when job stability was something that employees counted on from a single employer for an entire career.  That’s actually close to accurate. The reality is that companies have been focused on business and results over individual employees for a long time.  That’s perfectly fine as long as employees understand that and take responsibility for their own careers.  Real job stability comes from doing great work.  Making yourself too valuable to lose.  Making yourself too valuable to not be pursued by other companies. todd@toddkmiec.com http://www.recruitingblogs.com/profile/ToddKmiec https://www.facebook.com/pg/Todd-Kmiec-and-Associates-194864617211094/about/

When you have a tough job to fill, a skill set that is in high demand and with a shortage of qualified people, you have to move when you can.  Too many times we see hiring managers hold to a set process of finding 3 candidates to interview before moving forward or something similar. It’s great to have a good hiring process that works for you, but you have to think about the current situation and do what is best for business.  Candidates with backgrounds and skills that are in short supply are in high demand so you can bet that someone else is looking for them too.  The risk of losing them is high and the risk increases with every tick of the clock.  Companies who move quickly in these situations are going to get a greater share of the top talent. todd@toddkmiec.com http://www.recruitingblogs.com/profile/ToddKmiec https://www.facebook.com/pg/Todd-Kmiec-and-Associates-194864617211094/about/

Some candidate is going to turn down your offer.  The ideal candidate that would be a huge asset to your team, in some cases won’t consider a change.  A great employee and key part of your business is going to leave at some point for some reason.  These things happen.  They are unavoidable. Smart businesses don’t let this cripple them.  They don’t allow it to have a significant long-term impact because they have solid talent flow.  Constantly recruiting, filling positions with the best talent you can find, doing great work, letting the world know, promoting for great work.  Consistent talent flow makes a turn down or employee loss insignificant and keeps you on track. todd@toddkmiec.com http://www.recruitingblogs.com/profile/ToddKmiec https://www.facebook.com/pg/Todd-Kmiec-and-Associates-194864617211094/about/