{"id":4219,"date":"2020-06-30T09:53:38","date_gmt":"2020-06-30T13:53:38","guid":{"rendered":"https:\/\/icapsolutions.net\/?p=4219"},"modified":"2022-12-14T12:17:29","modified_gmt":"2022-12-14T17:17:29","slug":"hiring-amongst-high-unemployment","status":"publish","type":"post","link":"https:\/\/icapsolutions.net\/hiring-amongst-high-unemployment\/","title":{"rendered":"Hiring Amongst High Unemployment"},"content":{"rendered":"

As organizations and companies begin to stabilize (hopefully) soon, hiring practices may shift and change. Lots may be hiring remotely with most adapting to the weird time we\u2019re collectively in. You also might be under an avalanche of resumes.<\/span><\/h2>\n

A couple core principles in hiring principles we’re reflecting on right now are below:<\/span><\/strong><\/em><\/h3>\n

Weed Out the Desperate: <\/span><\/strong><\/p>\n

In an economy where 13.3% of people<\/a><\/span> are unemployed, resumes and CV\u2019s abound. The average hiring manager or recruiter spends 7 seconds<\/a> <\/span>looking over a resume. At ICAP, one of our recruiters recently found a resume where in the \u201cAbout Me\u201d section said that the candidate liked cannolis (not a joke).<\/span><\/p>\n

Throughout the hiring process, interviewers have to make sure that they gage a candidate\u2019s personality within the context of the workplace today. There\u2019s a lot going on. Candidates aren\u2019t immune from stress, anxiety, or pressure, but organizations must make sure that the candidates fit within the values and culture of the organization as well as excel in the work.<\/span><\/p>\n

Not just people who need a job. Desperation is fairly easy to spot, but it can appear well-dressed.<\/span><\/p>\n

Focus on questions related to what this candidate brings like:<\/span><\/strong><\/em><\/p>\n

-What will you add to our organization?<\/span><\/strong><\/em><\/p>\n

-Explain a time where you exhibited resilience and perseverance at work.<\/span><\/strong><\/em><\/p>\n

-Give me an example of how you used problem-solving to find an equitable solution.<\/span><\/strong><\/em><\/p>\n

Listen and Pass on The Opportunists: <\/span><\/strong><\/p>\n

Desperation is fairly easy to spot; opportunists are much harder. Ambition is a great attribute for a candidate, but not at the expense of the company or an organization.<\/span><\/p>\n

Great companies and organizations create opportunities to equip team members and provide opportunities for candidates to grow, improve, help themselves, and ultimately help the company. When you add up those expenses and investment, companies and organizations need to ensure that the candidate they hire wants to receive those things and contribute to the culture to be a long-term fit.<\/span><\/p>\n

According to LinkedIn data<\/span><\/a>, \u201cthere\u2019s a 76% chance of an employee still being at a company after 12 months there. After two years, there\u2019s a 59% likelihood, and after three years, a 48% chance.\u201d If you\u2019re an organization with little tenure, then job-hopping may not bother you as long as the person gives 100% while they\u2019re there. If that candidate is in a role that requires a lot of ramp-up time, it\u2019s even more crucial that you hire someone looking to hunker down for 3-4 years.<\/span><\/p>\n

Ensure that the interviewer and the company drill down on the conversation about tenure at your organization. <\/span><\/p>\n

Ask questions similar to these:<\/span><\/strong><\/em><\/p>\n

-I see you\u2019ve been at your current position for 6 months. Tell me more about that.<\/span><\/strong><\/em><\/p>\n

-How long do you think is fair to commit to this company?<\/span><\/strong><\/em><\/p>\n

-In your experience, what creates disengagement for you?<\/span><\/strong><\/em><\/p>\n

Hire the Engaged and Enthusiastic: <\/span><\/strong><\/p>\n

A few years ago before I got hired at ICAP, I was looking for a position in sales. I was in my early twenties and really needed a job. I interviewed at a few places, but I wasn\u2019t getting a call back. I filled out two more applications and finally got a job. The company that didn\u2019t hire me asked me how I fit within their values and which was most important.<\/span><\/p>\n

Truthfully, I hadn\u2019t prioritized or done enough research to speak in an educated manner. Obviously, my answer wasn\u2019t great. They made the right decision to go in a different direction.<\/span><\/p>\n

During the interview process, we\u2019re screening for the people that will take the company to the next level, not just developers, administrative assistants, data scientists, nurses, etc.<\/span><\/p>\n

When we interview, we\u2019re choosing who we spend a bulk of our time with (unless craziness ensues, and someone can come up with an alternate dimension where time is irrelevant). Patrick Lencioni wrote a great book called The Ideal Team Player<\/a>,<\/span> which highlights three key ingredients to a great team member: humble, hungry, and smart.<\/span><\/p>\n

To screen for candidates that are humble, hungry, and smart ask questions similar to this:<\/span><\/strong><\/em><\/p>\n

-How do you treat people in a company that would be considered your subordinates? <\/span><\/strong><\/em><\/p>\n

-How do you think your team would characterize you? <\/span><\/strong><\/em><\/p>\n

-Give me an example where you had to give or receive tough feedback. How did you handle that?<\/span><\/strong><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

As organizations and companies begin to stabilize (hopefully) soon, hiring practices may shift and change. Lots may be hiring remotely with most adapting to the weird time we\u2019re collectively in. You also might be under an avalanche of resumes. A couple core principles in hiring principles we’re reflecting on right now are below: Weed Out […]<\/p>\n","protected":false},"author":9,"featured_media":4221,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_mo_disable_npp":"","inline_featured_image":false,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[67],"tags":[79,78,77,72,80],"_links":{"self":[{"href":"https:\/\/icapsolutions.net\/wp-json\/wp\/v2\/posts\/4219"}],"collection":[{"href":"https:\/\/icapsolutions.net\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/icapsolutions.net\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/icapsolutions.net\/wp-json\/wp\/v2\/users\/9"}],"replies":[{"embeddable":true,"href":"https:\/\/icapsolutions.net\/wp-json\/wp\/v2\/comments?post=4219"}],"version-history":[{"count":0,"href":"https:\/\/icapsolutions.net\/wp-json\/wp\/v2\/posts\/4219\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/icapsolutions.net\/wp-json\/wp\/v2\/media\/4221"}],"wp:attachment":[{"href":"https:\/\/icapsolutions.net\/wp-json\/wp\/v2\/media?parent=4219"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/icapsolutions.net\/wp-json\/wp\/v2\/categories?post=4219"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/icapsolutions.net\/wp-json\/wp\/v2\/tags?post=4219"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}