Happy Holidays from the Outside-In® Companies!
Take a look at our year in numbers through our 4th Annual Holiday Infographic!
2016 is an election year. One thing is for certain either party’s candidate is going to be inheriting an economic environment that continues that slow but steady identity that has permeated the last few years. If you need a new job, you’re in luck! The pendulum has shifted and this is now an employee market. Are you ready to acquire more talent for the business? Expect to invest more resources and to find “sourcing” talent as one your biggest challenges. Job board postings are way up. But their effectiveness continues to shift.
- GDP will not boom, expect 2.5-2.8%. Why? Demographics do not support the increase in productivity needed to get there even if the economic environment presents itself!
- Unemployment will continue to fall, as low as 4.8% but far from 3.9%.
- The year of the millennial in the workforce. They will hold 1 in 4 managerial roles and officially become the largest segment of the U.S. workforce.
- 2015 set several records in July and October of this year for the “number of jobs posted online”. Expect 2016 to surpass this consistently due to labor shortages.
- Did I mention labor shortages? Expect the average days to fill for skilled or technical positions to continue to go up, is some cases well over 90+ days on average!
- Baby Boomers are pulling the great disappearing act, retiring at a rate of 10,000 per day right now. They are retiring earlier than any previous generation due to the wealth creation effect of many two household incomes.
- The Affordable Care Act is here to stay. Compliance and reporting are no longer future events but business items that require all businesses to comply!
- Interest rates are going up. Because they have too. There are many pundits that some adjustment will be good for business too. Households have lowered their debts since the recession and businesses have taken advantage of cheap borrowing costs.
- The War for Talent will reach the 6 o’clock news. Yes, it will not be long until you see reporters at job fairs and news anchors lamenting the challenges that companies are having finding the talent they need to run and grow their business. Yes, the Talent Challenge is happening right now. BUT, no one is really talking about it unless you’re in the talent field.
- 2016 is the year that the number of temporary workers in the U.S. stays over 3 MM throughout the year. It could get as high as 3.5 MM (but I doubt it). Current high water marks each month suggest that more than 25,000 temporary jobs are created some months.
This video blog is part of a series addressing some of the most compelling questions for those that are beginning a career search. During the last 6 years, we have been asked hundreds of questions related to career transition and best practices. We distilled those queries down to the 10 most critical need to know responses. Here, we discuss how you can go about selecting your next employer.
What should my approach for picking target companies look like?
If you’re in a job search and find yourself starting to think about your target companies or roles, there are a few things you should be considering.
- You better know your values. You don’t want to pick an organization or role that doesn’t match the values that you have. For example, if you don’t want to travel extensively and work/life balance is important to you, you shouldn’t pick a grinder company that expects you to be on the road and put in extra hours. This may be damaging to a value you that you hold dear to yourself.
- You want to assess your skills. Know the skills that you have and bring to the table. It’s really important to be in touch with that as you’re auditioning for new roles and organizations.
- Get real with yourself. You really need to make some sense of what you want to do and don’t want to do and whether it will be a fit with the organizations you’re looking at.
- Research your choices very carefully. Get on a research engine like Hoovers, the Motley Fool, or sec.gov. Read up on trade information, the company, their culture and philosophies. Research carefully and compare to your values, skills and desires.
If you do these things, you will be on the road to choosing an organization that will take you to the top and give you work that’s truly satisfying.
Submit your resume to Placers by emailing it to firstname.lastname@example.org.
About Barton Career Advisors
Barton Career Advisors was founded in April 2009 with the purpose of making career services and professional branding accessible to everyone. This purpose inspired our founder, Chris Barton to create a new career services category and market that is accessible to professionals of all levels. We live our purpose each day as a relationship-based outplacement and career coaching firm, offering premier career transition services to corporations and individuals throughout the US and Canada. Visit the BCA website at www.Bartoncareeradvisors.com
As a sourcer of talent, when I find a rock star candidate, sometimes it feels like I’ve won the lottery. That’s when I remember that finding the candidate is only half of the sourcing battle. Next you have to get them to engage. Without engagement, it’s pretty hard to call finding that perfect fit, a win at all.
But, I’m here to tell you that all is not lost. While you may have tried every method you could think of six months ago, there’s certainly an opportunity to resurface and breakthrough the wall of engagement.
Here’s a few strategies to revisit those perfect candidates who seem to have ignored your emails or LinkedIn connection request:
Timing: When you think back to how you tried to get your star candidate’s attention, you remember a desperate attempt of countless emails, LinkedIn messages and voice mails. But every time you worked up the energy to try just one more reach out, you still never captured their attention. Or at least that’s how it felt, and then you made up some reason to rationalize the situation so you could move on. But now that some time has passed, why not try again? Perhaps they actually did see your messages but timing was really bad. Think of all the events in our lives that we try to juggle. It’s a new day, a new month, or a new year, give it another go!
Woo them: Yes, woo. While you may have told them before, don’t be afraid to reiterate how impressed you are with his or her background. Share that you wanted to try to reach out again, noting your previous attempt. Re-introduce how incredible the opportunity for them would be considering their expertise, and even in the (X) amount of time since first reaching out, he or she is still your ideal candidate.
Show your expertise, ask for theirs: You’re the recruiting and research expert. Explain your understanding of the job market and where the candidate’s particular industry is going. Remember, when working with passive candidates, you need them more than they need you. Maybe he or she is not interested, but would offer their ideas or suggestions for you. They are a ‘rock star’ in their field after all — which means they have deep industry knowledge and likely have some good referrals.
So, when you’re in the valley of desperation during your sourcing journey, don’t lose all hope. There are any number of ways to go back after a “lost” candidate. And in reality, what’s the worst that could happen?
Great sourcing isn’t about just building lists of names or grabbing resumes wherever you can. Great sourcing is about identifying and engaging business-changing talent and passive candidates.
The Delaware vs. National Temporary Workforce Infographic was put together by Placers, Nov 2015.
Blog post by Barton Career Advisors Founder and Managing Partner Chris Barton
This video blog is part of a series addressing some of the most compelling questions for those that are beginning a career search. During the last 6 years, we have been asked hundreds of questions related to career transition and best practices. Here we are distilling those queries down to the 10 most critical need to know responses. Here is #9 of 10, discussing how you pick your next employer.