We’ve seen a dramatic shift in the job market in recent years as a result of the pent up demand for available jobs.
With 65 percent of employees unhappy in their positions, many began looking for and finding positions that they didn’t have the opportunity to consider in the past. That desire to transition from one career path to another has remained constant, as those employees who are still not happy are continuing to look for the right opportunity.
Dissatisfied employees combined with the growing number of Millennials entering the workforce has resulted in an influx of candidates. But the more candidates, the better, right? Well, that’s not necessarily true.
With the economy continuing to improve, the pressure for employers to simply find the right or qualified employee is becoming increasingly difficult. What can you do to set yourself apart from the competition?
As we head into 2018, employers across the country are searching for talented individuals to help shape the future success of their organizations. To help you get a better idea of where corporate hiring is headed in this year, here’s a breakdown of some of the top trends to keep an eye on in 2018.
- Enhancing Your Skill Set
Today’s marketplace is more technological and specific skill oriented; and that trend will only accelerate further as the economy continues to grow and expand. When it comes to hiring, employers are looking for individuals with strong interpersonal skills that will benefit the organization.
Employees who already have these skills in place are more likely to get up to speed and contribute to the bottom line with minimal training required.
“Corporations are attempting to fill a need and want the individual to get up and going as quickly as possible,” says Jim Bos, who co-owns MBJ Group, a talent management company with his wife Mary Beth Bos.
- Getting to Know the Company
Internships and part-time jobs are two of the easiest and most important ways in helping candidates determine which types of organizations will best utilize their skills and talents. Over the past two years, many corporations have started hiring interns, the majority of which are Millennials, who will make up 75 percent of the workforce by 2025. If they work well, these companies will hire them as full-time employees once they graduate.
- Expectations for the Job
One of the fastest-developing trends when it comes to hiring is the expectations that candidates have for jobs. They are often looking for a quick, seamless and personal experience when searching for or being recruited for a job. Candidates want to know that the job they are interested in coincides with their talents and skill set.
Similarly, employers want to make sure the company’s culture not only coincides with a potential candidate’s style, but, most importantly, that they are passionate about the job. As a result, more and more companies and recruiters are using behavioral assessments to determine a candidate’s skills, talents and passions and get clarity early on.
- Set Yourself Apart
Employers are looking for talented individuals to help shape the future of their companies. Your resume and cover letter are your first introduction to the company, so you want to be sure to separate yourself apart.
It’s important to give a passionate reason for why you’re applying for the position, list your core skills and accomplishments and describe the value you’ll bring to the position. This year is expected to be another growth year for employers, and with applications constantly flowing in, you need to be able to concisely pinpoint why you’re the right fit for the job.
- Onboarding for Success
Many companies have also established onboarding programs to help new hires adjust to the social and performance aspects of their jobs. By creating a written plan with key dates for accountability, employers hope to help their employees become productive, contributing members of the organization while increasing the likelihood they will stick around. Ask about a company’s on-boarding process, which will give the applicant a key as to the company’s interest in making the next hire for the position successful.
“Turnover is a costly occurrence, and anything that can be done to minimize the occurrence is a win,” says Jim.