<p>The job market has transformed over the last few years, primarily due to the pandemic and accompanying Great Resignation. As employers face staffing shortages, employees rethink their career trajectory, and remote work takes center stage, building a team looks a lot different today than in years past.</p>
<p>In this blog, we'll recap the major changes to the job market in recent years and explore the trends that are reshaping the hiring experience for employers and candidates alike.</p>
<h2>How Staffing Shortages Changed the Job Market </h2>
<h3>For Employers</h3>
<p>In 2020, employers rushed to keep up with the rapid disruption of COVID, sending in-office employees home and deploying new remote work solutions to maintain operations.</p>
<p>They soon realized that the pandemic would also increase employee attrition as the Great Resignation swept the globe in 2020 and 2021. Employees left their jobs for many reasons, and the resulting staffing shortages forced employers to rethink their hiring and retention strategies.</p>
<p>But the effects of COVID-19 weren't all bad. The rise in remote work coupled with an increase in resignations <strong>gave employers in many industries access to larger talent pools </strong>than they had pre-pandemic. Today, the job market is chock-full of high-quality candidates looking to take the next step in their career journey.</p>
<p>Because of this, <strong>employers are shifting their focus away from hard skills and years of experience in favor of </strong><a href="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers" data-gc-link="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers" target="_blank" rel="noopener noreferrer"><strong>candidates who possess the right soft skills</strong></a><strong> and fit in with company culture. </strong>While hard skills are valuable, they're also teachable&mdash;through on-the-job training programs, continued learning opportunities, and upskilling courses. Interpersonal skills like communication, time management, and collaboration are harder to teach yet<em> </em>essential for building highly communicative, adaptable distributed teams.</p>
<h3>For Candidates</h3>
<p>The pandemic put financial and emotional stress on nearly every member of the population. Children dove headfirst into remote learning, businesses closed or suspended operations, and <strong>many people faced layoffs or general uncertainty about their professional futures</strong>.</p>
<p>As a result, people began to <a href="https://www.careercircle.com/blog/post/navigating-your-career-journey-5-ways-to-reach-your-career-development-goals" data-gc-link="https://www.careercircle.com/blog/post/navigating-your-career-journey-5-ways-to-reach-your-career-development-goals" target="_blank" rel="noopener noreferrer">redefine their career paths</a>. Some chose to leave the corporate world in favor of a sabbatical or self-employment. Others used their extra time at home to get certified in a new industry or expand their existing skillsets.</p>
<p>The pandemic also allowed employees to step back and assess their employers. Many found that they were under-appreciated, insufficiently compensated, or poorly set up for career advancement in their current roles.</p>
<p>Now, they're on the hunt for a job where they can achieve their personal career goals, enjoy more flexibility, and work for an organization that aligns with their values. These candidates seemingly have the upper hand since <strong>the last several years' events created</strong> <strong>a job market with<em> </em>roughly </strong><a href="https://www.cnbc.com/2022/01/04/rapid-quitting-and-hiring-will-continue-in-2022-despite-omicron-wave-economists-say.html" data-gc-link="https://www.cnbc.com/2022/01/04/rapid-quitting-and-hiring-will-continue-in-2022-despite-omicron-wave-economists-say.html" target="_blank" rel="noopener noreferrer"><strong>65 unemployed workers for every 100 job openings</strong></a><strong>. </strong></p>
<p>Today's candidates can negotiate for higher salaries and better benefits. They're also likely receiving multiple job offers at once as employers work quickly to place new hires in their open roles.</p>
<h2>Four Trends Shaping the Talent Industry</h2>
<h3>1. Remote/Hybrid Flexibility</h3>
<p>Even as physical office spaces re-open, remote flexibility is the key to attracting and retaining top talent. The pandemic showed even the most remote-averse organizations that their employees were as productive or even more productive at home compared to the office. On the flip side, employees began enjoying the flexibility, comfort, and safety of remote work.</p>
<p>Today's job market depends heavily on remote and hybrid flexibility. A significant number of employees consider location independence a non-negotiable element of their work. Employers with a pre-pandemic mindset will struggle to hire and retain talent as onsite benefits like meals, fitness centers, and other office amenities become less and less desirable.</p>
<p>The good news is that offering remote flexibility doesn't just help organizations <a href="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" data-gc-link="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" target="_blank" rel="noopener noreferrer">attract high-quality employees</a>; it also eliminates the geographic limitations of in-person work. Rather than limiting their efforts to a specific zip code or state, they can connect with eager job seekers across the country or even on the other side of the world.</p>
<p><strong>Takeaway: Embrace remote and hybrid working models, and be sure the location details of each open role are clear and easy to find on job boards. </strong></p>
<h3>2. Company Culture</h3>
<p>Fifty-nine percent of people who left a job in 2021 did so because <a href="https://www.edelman.com/sites/g/files/aatuss191/files/2021-08/2021EdelmanTrustBarometerSpecialReport_TheBelief-DrivenEmployee.pdf" data-gc-link="https://www.edelman.com/sites/g/files/aatuss191/files/2021-08/2021EdelmanTrustBarometerSpecialReport_TheBelief-DrivenEmployee.pdf" target="_blank" rel="noopener noreferrer">they wanted to work for a company that better fit their values</a>.</p>
<p>Reliable pay and good benefits are valuable, but a positive work environment plays a significant role in helping employers stand out above other companies and retain top talent in the long term. Across the board, job seekers want to work for companies that align with their values, prioritize diversity and inclusion, and give them a sense of fulfillment.</p>
<p>Employers can no longer get by with a catchy mission or vision statement. During their interviews, candidates will ask about culture and values, and employers who don't deliver on these items will likely miss out on top talent. </p>
<p>In 2022, employers are actively promoting their culture and preparing hiring managers to answer questions about brand values, work-life balance, inclusion, and other critical aspects of company culture. They're also looking at their employer brand and refining elements like their core values, mission statement, and online presence to attract top-tier talent.</p>
<p><strong>Takeaway: Present your company's brand and values to potential employees early, often, and consistently. Then, be sure your behind-the-scenes culture aligns with your public-facing brand. </strong></p>
<h3>3. Diversity and Inclusion</h3>
<p>Today, 76% of job seekers <a href="https://www.glassdoor.com/blog/glassdoors-diversity-and-inclusion-workplace-survey/#:~:text=More%20than%203%20in%204,evaluating%20companies%20and%20job%20offers." data-gc-link="https://www.glassdoor.com/blog/glassdoors-diversity-and-inclusion-workplace-survey/#:~:text=More%20than%203%20in%204,evaluating%20companies%20and%20job%20offers." target="_blank" rel="noopener noreferrer">consider a diverse workforce a critical factor</a> when evaluating companies and job offers. They're looking for employers who go beyond inspiring commitments to bring more thought diversity and equitable hiring practices into their day-to-day operations.</p>
<p>The events of 2020 prompted employers to think about DE&amp;I through the lenses of gender, race, sexual orientation, accessibility, and more. Still, enacting measurable changes to back up their DE&amp;I commitments is a work in progress for many.</p>
<p>Today, companies don't have to be located in an area with a diverse population to bring more DE&amp;I opportunities to the table since they can connect with candidates worldwide. The overwhelming rise in remote work is helping employers fuel <a href="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" data-gc-link="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" target="_blank" rel="noopener noreferrer">equitable hiring practices</a>.</p>
<p>Employers are pursuing remote opportunities to attract more talent and diversify their workforce to bring a greater variety of perspectives into their organization. They're also taking a long, hard look at their current talent acquisition practices. DE&amp;I leaders are looking for new opportunities to champion equitable hiring and <a href="https://www.careercircle.com/blog/post/advocacy-in-action-what-is-the-opportunity-divide-in-the-workforce" data-gc-link="https://www.careercircle.com/blog/post/advocacy-in-action-what-is-the-opportunity-divide-in-the-workforce" target="_blank" rel="noopener noreferrer">connect with candidates from underserved communities</a>, like veterans, workforce returners, and BIPOC women.</p>
<p><strong>Takeaway: Prioritize thought diversity and equity in all of your hiring efforts. Take the perspectives of your current employees and potential ones into account across DE&amp;I initiatives. </strong></p>
<h3>4. Candidate Experience</h3>
<p>In the past, employers could take weeks or even months to follow up with candidates about an application or interview. Candidates spent long hours waiting for a phone call or email, and some were even ghosted by potential employers early on in the hiring process.</p>
<p>Today, <strong>candidates often interview with and receive offers from several companies at once</strong>. And hiring managers want to accelerate and innovate their hiring processes to keep great employees from slipping through the cracks.</p>
<p>This doesn't mean hiring managers plan to rush candidates through interviews and evaluations. Instead, they're limiting interviews to only include relevant stakeholders. They're also significantly reducing the feedback window and aiming to follow up with candidates immediately after they submit an application or attend an interview.</p>
<p>At the same time, candidates have changed their approach to job interviews in light of current staffing shortages. <strong>They're becoming more selective and active in their candidacy by interviewing their employers</strong> about compensation, culture, inclusion, and more from the first touch. Some candidates will withdraw their application after a negative interview or lack of responsiveness from a potential employer.</p>
<p>Employers need to prioritize candidates at every stage of the hiring process, not just when they're putting together an offer letter. Recommendations include:</p>
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Create a concise job posting that details qualifications, benefits, and what to expect in the role.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet"><a href="https://www.careercircle.com/blog/post/building-proactive-talent-partnerships-4-reasons-companies-use-staffing-agencies" data-gc-link="https://www.careercircle.com/blog/post/building-proactive-talent-partnerships-4-reasons-companies-use-staffing-agencies" target="_blank" rel="noopener noreferrer">Share open roles on job boards</a> and social platforms to spread the word.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Tell candidates what to expect during the evaluation and interview process.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Stick to your word when it comes to response times and feedback.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Present offers to your top picks sooner rather than later.</li>
</ul>
<p><strong>Takeaway: Adjust your hiring processes to meet candidates' expectations. Focus on timeliness and transparency to keep up with the fast-moving job market. </strong><em><br /></em></p>
<h2>Navigate the Ever-Changing Job Market with CareerCircle </h2>
<p>It's easy to look at the numbers and think we're operating in a candidates' market. And while job seekers in 2022 definitely have an advantage, employers are reaping pandemic-era benefits too.</p>
<p>Many qualified candidates are <a href="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" data-gc-link="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" target="_blank" rel="noopener noreferrer">returning to the market </a>and exploring new career opportunities. The geographic limitations of in-person work are fading away, and employers are quickly expanding their talent pools.</p>
<p>At CareerCircle, we take a multi-faceted approach to workforce development. We connect job seekers with career resources, <a href="https://www.careercircle.com/blog/post/youve-got-skills-the-importance-of-upskilling-in-todays-job-market" data-gc-link="https://www.careercircle.com/blog/post/youve-got-skills-the-importance-of-upskilling-in-todays-job-market" target="_blank" rel="noopener noreferrer">upskilling</a>, and new professional opportunities. We also make it easy for employers to adapt to current trends and connect with new candidates through an online platform that streamlines job creation, talent searches, and applicant evaluation through a single, easy-to-use dashboard.</p>
<p>Are you looking for more ways to grow your talent pipeline, overcome staffing shortages, and reach top-performing candidates?</p>
<p>Download our free talent pipeline checklist for 10 actionable tips to help you level up your hiring efforts.</p>

From remote work to company culture, see how pandemic-era staffing shortages have shaped today's job market for both employers & candidates.

How Staffing Shortages Have Impacted the Job Market

As employers face staffing shortages, employees rethink their career trajectory, and remote work takes center stage, building a team looks a lot different today than in years past.

The Future of Work: How Pandemic-Era Staffing Shortages Have Impacted the Job Market

<h2>What is Candidate Experience?</h2>
<p>As the name suggests, candidate experience refers to each job seeker's experience with your brand throughout the application and hiring process. If you asked candidates to rate your company's candidate experience, the results would indicate how they feel about your company based on your hiring processes.</p>
<p>Candidates' feelings heavily influence whether or not they proceed with their application or accept your job offer&mdash;which means <strong>your company's candidate experience directly impacts the future of your workforce</strong>. A great candidate experience can <a href="http://resources.glassdoor.com/rs/899-LOT-464/images/50hr-recruiting-and-statistics-2017.pdf" data-gc-link="http://resources.glassdoor.com/rs/899-LOT-464/images/50hr-recruiting-and-statistics-2017.pdf" target="_blank" rel="noopener noreferrer">improve the quality of your new hires by 70%</a>. A subpar one can leave you with fewer qualified candidates in the pipeline and a negative online reputation.</p>
<p><a href="https://www.careercircle.com/blog/post/the-future-of-work-how-pandemic-era-staffing-shortages-have-impacted-the-job-market" rel="follow">In today's job market</a>, highly skilled employees are in high demand, and they're often in contact with several potential employers simultaneously. The ones that take weeks to respond or make their candidates jump through hoops won't attract top-quality talent.</p>
<h2>Five Ways to Improve Candidate Experience</h2>
<p>Here are several ways your team can improve candidate experience and make the application process frictionless from the first touch to the final job offer.</p>
<h3>1. Write clear, compelling job descriptions.</h3>
<p>A well-written job description is the first step toward hiring the right talent. Your company's job postings should give candidates a good idea of what they can expect from the job itself and your organization.</p>
<p>Remember, the goal of a job description is to <a href="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers" data-gc-link="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers" target="_blank" rel="noopener noreferrer">attract candidates to an open role</a>, not to brag about your organization or show off your creative writing skills. Candidates may read dozens of postings in a single sitting, so clarity and scannability go a long way. Here are a few best practices to keep in mind:</p>
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet"><strong>Keep it short and sweet. </strong>Lead with the information that job seekers value most&mdash;like compensation, requirements, and benefits&mdash;and sprinkle culture conversations and "about us" content further down the page. Shorter job descriptions (300 words or less) convince candidates to apply 8.4% more often than the average 600-800 word post.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet"><strong>Use clear language. </strong>Every industry has unique buzzwords and phrases, but you don't have to work them all into your job descriptions. Avoid clich&eacute;s and overused jargon and make sure qualifications are easy to understand. For example, "writes all email marketing content" is much easier to read than "collaborates with a team of creative geniuses to deliver impactful messages right to our customers' inboxes."</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet"><strong>Separate must-haves and nice-to-haves. </strong>A job description with a laundry list of requirements can intimidate candidates and stop them from applying. As you put together each job post, list your non-negotiable requirements and nice-to-haves in separate lists. These designations make it easy for candidates to skim the page and see if they're a good fit while also giving you the option to surface your new hire 'wish lists' early on in the application process.</li>
</ul>
<h3>2. Reduce your time to hire.</h3>
<p>Today's job market is all about efficiency. Gone are the days when applicants faced days or even weeks of radio silence after inquiring about an opportunity. Instead, employers are speeding up the recruitment cycle wherever possible to avoid keeping candidates waiting. The more time you take to get back to a candidate, the more competitive offers they'll see from other employers.</p>
<p>If someone applied to one of your job posts, they likely applied to several other openings around the same time, and they're more likely to accept offers that come through sooner rather than later. What's more, <a href="https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/study-most-job-seekers-abandon-online-job-applications.aspx" data-gc-link="https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/study-most-job-seekers-abandon-online-job-applications.aspx" target="_blank" rel="noopener noreferrer">60% of candidates have backed out of an application </a>due to the length or complexity of the employer's hiring process.</p>
<p>Set internal guidelines about how and when to follow up with candidates at each step in the hiring process. Even if there are inevitable delays, you can improve candidate experience by reducing your time to hire as much as possible. Candidates want <a href="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" data-gc-link="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" target="_blank" rel="noopener noreferrer">an efficient hiring process</a> and a potential employer that provides timely updates along the way, so be sure you keep in touch and pass along updates as soon as you have them.</p>
<h3>3. Tell candidates what to expect throughout the process.</h3>
<p><a href="https://resources.careerbuilder.com/careerbuilder/2016-careerbuilder-candidate-behavior-study-hiring-manager-findings-3" data-gc-link="https://resources.careerbuilder.com/careerbuilder/2016-careerbuilder-candidate-behavior-study-hiring-manager-findings-3" target="_blank" rel="noopener noreferrer">Nearly 90% of job seekers</a> say clear expectations from employers would improve candidate experience. Knowing what to expect can ease candidates' anxiety, nervousness, and confusion. It can also help recruiters and job seekers stay on track throughout the hiring process. However, it's critical to look at the value of expectation settings for both parties, not just the people applying to come work for you.</p>
<p>Set expectations with candidates about your company's role in the hiring process by answering questions like:</p>
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">What are all the steps of the application process? How long will each one take?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">What do they need to include in their application?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">How many rounds of interviews or assessments will they complete?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">When should they expect to hear back from your team after the final interview?</li>
</ul>
<p>Laying out the details upfront will keep your team and your applicants accountable and bring transparency to a task that can be pretty intimidating. Avoid feeding candidates small details over time or waiting to complete each step in the process before you tell them about the next one.</p>
<p>This approach gives both parties realistic expectations and helps you stick to your target hiring timeline. Plus, it offers candidates the opportunity to ask questions or get clarification on certain parts of the hiring process so they can <a href="https://www.careercircle.com/quizzes/interview-prep" data-gc-link="https://www.careercircle.com/quizzes/interview-prep" target="_blank" rel="noopener noreferrer">put their best foot forward during interviews</a> and other important milestones.</p>
<h2>4. Follow up early and often.</h2>
<p>Timely communication is one of the most critical elements of the hiring process and one of the most challenging things for employers to get right. An influx of applications is a positive sign for your organization but one that can leave you and your recruiting team overwhelmed or behind on essential follow-up tasks.</p>
<p>It's tempting to give yourself an extended buffer between interviews or save all of your unread emails for one day of the week. However, these delayed follow-ups negatively affect candidates and your hiring efforts as a whole. Fifty-two percent of candidates say <a href="https://resources.careerbuilder.com/guides/candidate-experience-guide" data-gc-link="https://resources.careerbuilder.com/guides/candidate-experience-guide" target="_blank" rel="noopener noreferrer">lack of response from employers is their biggest frustration</a> in the hiring process, which means employers with slow response times will miss out on some of their top choice candidates.</p>
<p>Here are several best practices that can help standardize your teams' follow-up efforts:</p>
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet"><strong>Don't put off your rejection emails. </strong>No one likes being the bearer of bad news, but getting back to applicants on time, no matter the news, will show candidates that you value their time. Prompt updates also empower them to make their next career move as soon as possible, whether that means coming in for an interview or moving on to their next opportunity.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet"><strong>Streamline interview scheduling. </strong>If your organization follows a multi-phase interview process, schedule as many interviews as possible simultaneously. This strategy will help you keep your hiring time low and provide candidates with helpful details about where and when each meeting will occur.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet"><strong>Respond to candidate thank you notes.<em> </em></strong>During the interview phase, you'll likely receive thank you or follow-up emails from candidates after phone, Zoom, or in-person interviews. Acknowledging and responding to these sentiments makes candidates feel appreciated and demonstrates that your organization is well-organized and genuinely cares about its job applicants.</li>
</ul>
<h2>5. Give and ask for feedback.</h2>
<p>Feedback is an invaluable asset at any stage in someone's career journey, but it's especially beneficial in the hiring process.</p>
<p>Some hiring professionals might be reluctant to reach out after a rocky interview, but <a href="https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/Ultimate-List-of-Hiring-Stats-v02.04.pdf" data-gc-link="https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/Ultimate-List-of-Hiring-Stats-v02.04.pdf" target="_blank" rel="noopener noreferrer">94% of candidates want to receive interview feedback</a> from potential employers. Each time you provide a candidate with feedback&mdash;whether positive or negative&mdash;you're allowing them to reshape their approach to the job hunt, <mark class="conversation-format" data-conversations="b413a928-152c-ce69-a47a-57130d6cd4df">grow their soft skills</mark>, or boost their confidence for future opportunities.</p>
<p>Commit to providing feedback for every candidate, even those you don't hire. A simple email recap can go a long way to boost candidates' morale before the next steps or guide them on where and how to improve their resume, interview skills, or professionalism.</p>
<p>Remember that hiring new talent is a two-way process. As you provide feedback to job seekers, don't forget to ask for some in return! Consider sending interviewees a short feedback survey after their interview concludes or directing them to an online portal where they can review and rate your entire hiring process once they complete it. The insights you uncover will help you improve candidate experience and increase the effectiveness of your current hiring tactics.</p>
<h2>Improve Your Organization's Candidate Experience with CareerCircle</h2>
<p>From developing your talent pipeline to revamping your application process, hiring new employees requires a lot from your team. The right staffing partner can help you balance time-sensitive hiring needs with your <a href="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" data-gc-link="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" target="_blank" rel="noopener noreferrer">long-term talent development efforts,</a> including experience improvements, proactive recruiting, and more.</p>
<p>At CareerCircle, we help employers develop end-to-end talent ecosystems and access new pipelines to overcome the traditional barriers their internal staffing teams often face. Our digital platform connects candidates to relevant career opportunities while expanding employers' talent pools and giving them more control over who and how they hire.</p>
<p>Ready to see how CareerCircle can help you transform your hiring process?</p>
<p><a href="https://www.careercircle.com/employers/signup" data-gc-link="https://www.careercircle.com/employers/signup" target="_blank" rel="noopener noreferrer">Join the CareerCircle platform</a> for free to connect with recently upskilled candidates in your field.</p>

Here are several ways your team can improve candidate experience and make the application process efficient and effective.

How to Improve Candidate Experience

Your company's candidate experience directly impacts the future of your workforce. Here are several ways your team can improve candidate experience and make the application process frictionless from the first touch to the final job offer.

A Human Approach to Hiring: How to Improve Candidate Experience

<p>While current unemployment rates have improved since the peak of the pandemic, there are still <a href="https://www.bls.gov/news.release/empsit.nr0.htm" data-gc-link="https://www.bls.gov/news.release/empsit.nr0.htm" target="_blank" rel="noopener noreferrer">over six million unemployed job seekers </a>in the U.S. today. This fact, coupled with the ever-increasing demand for talent in tech and other popular industries, makes many of us wonder, <strong>"why are so many 'qualified' people unable to find a job?"</strong></p>
<h2>The Skills-to-Experience Deficit</h2>
<p>Unfortunately, many candidates are up against the longstanding mindset that on-the-job experience is the only way to qualify someone for an open job opportunity. They complete multiple relevant certification courses in their desired field yet continue struggling to convince potential employers that they are qualified for a job.</p>
<p>The <a href="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" data-gc-link="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" target="_blank" rel="noopener noreferrer">talent deficit between skills and experiences</a> doesn't just make the job hunt frustrating for candidates; it also leads to missed opportunities and hiring delays for employers. They may spend upwards of six months searching for that perfect "unicorn" candidate&mdash;the one who brings on-paper certifications, a mountain of real-world experience, and a stellar work ethic to the table. Everybody wants to find that one new hire who will hit the ground running with virtually zero training or ramp time.</p>
<p><strong><em>But what if this candidate burns out after a few months? Or what if they never existed in the first place? </em></strong></p>
<p>In truth, most employers' unicorn candidate doesn't exist, or at least, not in the way they're imagining. The qualities that set employees apart don't typically show up on a resume, and character traits like persistence, determination, responsibility, and a positive attitude can go a long way. Employees who look great on paper but have a horrible attitude or no motivation won't benefit your company in the long run.</p>
<p>So, how can employers <a href="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" data-gc-link="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" target="_blank" rel="noopener noreferrer">give job seekers equitable opportunities</a> and improve their employee talent development? It all starts with changing the way hiring professionals view building talent pipelines and the stories we are living by.</p>
<h2>Myths About Employee Talent Development</h2>
<h3>1. We can't hire someone without experience because we don't have a training program.</h3>
<p>Even the most experienced employees will need to be trained and onboarded into your company's specific operations. Plus, the candidates without a ton of formal job experience have likely <a href="https://www.careercircle.com/blog/post/upskilling-in-progress-3-steps-for-highlighting-your-proactivity-before-youre-fully-certified" data-gc-link="https://www.careercircle.com/blog/post/upskilling-in-progress-3-steps-for-highlighting-your-proactivity-before-youre-fully-certified" target="_blank" rel="noopener noreferrer">completed several relevant projects through upskilling</a> and certification courses. The tactical job functions and hard skills they'll need are much easier to train than the intangible things that make your employees great.</p>
<p>And for every moment an open role isn't filled, you are negatively impacting your ability to get a new product to market. You might have altered your decision criteria if you had known then what you know now. For example, if you had known a role was going to sit unfilled for six months, you could have hired a less experienced employee and trained them in the time you spent searching for someone who with more on-the-job experience.</p>
<h3>2. We should have a four-year degree requirement for every job.</h3>
<p>A four-year degree is extremely valuable, and there are certainly some roles where it's necessary for success. However, it's worth evaluating why organizations like Google and Apple have transitioned away from this requirement and what doors a similar transition may open for your organization.</p>
<p>In addition to historically low unemployment rates, the pace of technology is changing rapid y. Have you considered that the technology a student learns in their first year could be obsolete by the time they graduate? What is it about a four-year degree that you value, and is there another way to test if a candidate has aptitude beyond the degree?</p>
<p>As you refine your qualification criteria, look for other ways to assess each candidate's skills, proficiency, or knowledge in core job functions. You may find that someone who's been <a href="https://www.careercircle.com/blog/post/upskilling-yourself-for-tomorrows-economy" data-gc-link="https://www.careercircle.com/blog/post/upskilling-yourself-for-tomorrows-economy" target="_blank" rel="noopener noreferrer">recently upskilled in their field</a> has more relevant knowledge than someone who achieved a degree years ago, especially if they haven't had any employee talent development or continued learning opportunities.</p>
<h3>3. Candidates without experience in our field won't bring enough value to our workforce.</h3>
<p>The often-overlooked candidate isn't always someone looking for their first job with limited career experience. Veterans, women returning to the workforce, and candidates looking for a career change often face adversity when applying or interviewing for jobs with a rigid list of qualifications.</p>
<p>These candidates' raw technical skills might be new, but their contribution to the workforce is extensive. How does your organization value the work they have done against the roles currently available?</p>
<h2>Changing How Employers Qualify Talent</h2>
<p>Most salary bands and job descriptions reflect years of experience and degrees as their foundation. Moving away from this approach will take hard work. It will ask employers across industries to rethink what it means to be qualified</p>
<p>Rather than evaluating candidates based solely on their resume or previous job experience, we encourage you to <a href="https://www.careercircle.com/blog/post/rethink-qualified-creating-a-more-well-rounded-workforce" data-gc-link="https://www.careercircle.com/blog/post/rethink-qualified-creating-a-more-well-rounded-workforce" target="_blank" rel="noopener noreferrer">see them as people</a> and consider the 360&deg; view of who they are. Look at the skills, passions, and motivations that will make them a long-term asset to your company.</p>
<p>Consider how to adjust salaries and identify the employee talent development models you'll use to help new hires gain the experience they need. As you refine your hiring practices, consider questions like:</p>
<ol>
<li data-gc-list-depth="1" data-gc-list-style="ordered">What do you value in a new hire, and how do you validate those strengths?</li>
<li data-gc-list-depth="1" data-gc-list-style="ordered">In addition to performance on coursework for technical skills, what assessments would you consider for soft skills and aptitude?</li>
<li data-gc-list-depth="1" data-gc-list-style="ordered">What is the makeup of your current team? How could you integrate someone with less practical experience?</li>
<li data-gc-list-depth="1" data-gc-list-style="ordered">Can you create programs like apprenticeships and <a href="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" data-gc-link="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" target="_blank" rel="noopener noreferrer">returnships</a> to support employee talent development and your hiring goals at the same time?</li>
<li data-gc-list-depth="1" data-gc-list-style="ordered">What is the risk of not exploring new strategies to build talent pools for your organization?</li>
</ol>
<p>Your answers to these and similar queries will help you identify the most valuable assets new hires can bring to your organization and how to measure those assets before, during, and after the hiring process.</p>
<h2>Connect the Dots with CareerCircle</h2>
<p>At CareerCircle, we believe it's time to change how the industry evaluates talent. Our candidate resources help us <a href="https://www.careercircle.com/blog/post/advocacy-in-action-what-is-the-opportunity-divide-in-the-workforce" data-gc-link="https://www.careercircle.com/blog/post/advocacy-in-action-what-is-the-opportunity-divide-in-the-workforce" target="_blank" rel="noopener noreferrer">bridge the opportunity divide</a> in the workforce. On the flip side, our holistic talent pipeline support solutions help employers rethink what it truly means to be qualified for a role.</p>
<p>Together, these elements <strong>connect the dots between deserving candidates and great employers</strong> who are willing to champion equitable hiring in their operations.</p>
<p>Are you interested in filling your talent pipeline with recently upskilled candidates who will bring immeasurable value to your organization? Download our free talent pipeline checklist to get started.</p>

The talent deficit doesn't just make finding a job hard; it also leads to missed opportunities and hiring delays for employers.

Changing the Way the Industry Views Employee Talent Development

The talent deficit between skills and experiences doesn't just make the job hunt frustrating for candidates; it also leads to missed opportunities and hiring delays for employers.

Rethink Qualified: Changing the Way the Industry Views Employee Talent Development

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