A Match Not Made in Heaven: Disconnecting Job Seekers from Hiring Companies

A Match Not Made in Heaven: Disconnecting Job Seekers from Hiring Companies

Disconnecting Job Seekers from Hiring Companies? So I came across a new survey published this week by FlexJobs that reveals that 48% of unemployed job seekers are frustrated with their job search because they can’t find the right jobs to apply for. This survey also showed that 47% were actively looking for work outside of their current careers, 85% were willing to cut their salaries to find a job, and 40% applied for jobs they felt were overqualified.

What’s going on in today’s job market?

I’m asking this question because I found these statistics shocking. Over the past few months, we’ve gone through what we call a “candidate shortage” and a “buyer market.” Candidates have the upper hand. They can bargain for a better pay and take advantage of incentives that they would not otherwise be eligible for. Yes, I understand.

These figures appear to show a very different picture for job seekers than they do for employers who are hiring amid a labor shortage. Where does the disconnect exist?

Is it a result of job descriptions that are not appropriate for the position? Do job seekers’ search terms appear to be missing from job descriptions? Are there jobs posted on websites that the ideal applicant is not seeing? It might be all of these things combined.

However, one thing becomes obvious to me when I take into account the statistics and the dearth of candidates: perhaps it is time to reconsider the deficiency from the standpoint of the “applicant.” Is there a shortage brought on by job searchers failing to locate the position they want? This seems like it might be a contributing factor. So, how do we present a position to candidates who are desired? YOUR JOB? Rethinking strategy and taking a step back are two ways to accomplish this. It is time to adopt a candidacy mindset.

Consider the Applicant’s Point of View

Cutting Off Hiring companies will be more likely to approach us if we possess certain knowledge. Like, who would be the ideal person for your role?

If you were this person, what would you like to see in the job description? What keywords is this applicant looking for? What do you have to offer that similar roles do not? Why would a person want to work? How are you today? How are you today, company? What kind of person is excited about this opportunity?

Also, consider where this person will be looking for a job. Re-evaluate whether the location of this job posting is in the right place and whether the right applicant will be looking for it. I was on a trip to the Smoky Mountains recently and stayed in a town called Gatlinburg. If you haven’t been there, it’s a tourist town right next to one of the entrances to the Smoky Mountains. They have a street full of shops, restaurants, and attractions. What I’ve noticed, though, is that most businesses have a “help wanted” sign outside the building.

We even went to a restaurant that acknowledged a staff shortage due to staff shortages, so wait times would be a bit longer. When we looked at the restaurant, most of the tables were empty because the number of waiters and waitresses was insufficient. What we later learned from one of the restaurant owners in Gatlinburg is that the town employs a large number of people from Romania.

Working in Gatlinburg is a good opportunity to work and live in the United States. I would never have guessed that Gatlinburg would attract people from Romania, but during the two days we were there, two of our waiters were actually from Romania! This isn’t an example that says you should start recruiting internationally, but it’s a perfect example of thinking outside the box and thinking from an applicant’s perspective. Who can see this as a good opportunity? Who would be excited about this position? Where would be the perfect place to post this work?

Reverse Roles. Get Advice to Give Candidates for Job Applications

Similarly, like putting yourself in the candidate’s shoes, reverse the roles and take any advice you would give candidates. I was reading an article yesterday about tips for getting hired fast. It was a very good article and when I read it, it made me think that many of the tips can be reversed and used by recruiting companies. Similar tips to apply include referrals, highlighting achievements, telling a story, creating an elevator speech, and noting what makes you different. Does this sound familiar? Job seekers need to sell themselves, but companies must also sell themselves and their positions; otherwise, there will be no perfect match. If a job seeker shows up in a nice dress on a first date and the company comes in with a pair of ripped shorts and a baggy T-shirt, they may immediately have a bad first impression and not be interested. Let’s take a deeper dive to make the right first impression!


Referrals can also be an advantage for company hiring, as we rely on applicants for referrals. Redirects can come in many different forms. There may be company employees who share the job posting on social media and spread the news among their networks. There may also be employees who take the time to interview the candidate to allow the candidate to ask questions about the role and talk to someone who is already working at the company. If you’re a staffing and recruitment agency, you might even ask the company you’re hiring to provide a few quotes from employees explaining why they love working for the company. These can be used to promote the location and even used in graphics when promoting the location on social media. Referrals provide additional credibility for the role and may attract more applicants.

Highlight Company Achievements

Has the company won a recruiting award? Do they have significant achievements to highlight? If so, specify them in the job description. Awards and achievements are a way to help the business and company stand out from the rest, just as candidates can highlight their achievements on a resume or in an interview.

Tell a Story and Be Specific

In an interview, candidates are asked to share their stories and experiences, talk about a project they’re working on, or are often asked “tell us about a time…”. Companies can also tell their story in a job description or during an interview. In a job description, companies may highlight projects the position will work on or projects that have just been completed in the department. This allows applicants to understand and get excited about the types of projects they will be working on.

The job description also includes a small overview of the company and its story. When was the company founded? What makes the company unique? What makes the company great to work for? These details give personality to the company and allow the candidate to get a glimpse of the company culture.

It’s important to tell a story overall in your job description, but it’s also important to give details. Be as specific as possible in your job descriptions. If the description is too general, it will mix with other job descriptions, and no one will get excited about it (or remember it, for that matter.) Tell a story and be memorable!

Elevator Area

All candidates should have an elevator speech that is quick and describes them in the best possible way. Job descriptions, hiring managers, and recruiters should all have an elevator pitch as well. For the job description, you should start the first 2-3 sentences with your speaking engagement. Why should someone be interested in reading this job description? Why should a person be interested in this business? Start the job description in a way that captivates the reader and keeps them reading more about the opportunity.

Also, elevator pitches can be given during the interview while talking about the company and the job. Hiring managers and recruiters must keep elevator pitches ready that highlight the company and the position in the best possible way. Include pieces of information that make the position and company a desirable place to work. In the end, you will want the candidate to be drawn into the job and company culture!

Why you? What makes you different?

We touched on highlighting what sets you apart as you tell your story and create your elevator speech. This is something that candidates always try to do in their resumes, cover letters, and interviews. In general, it should be in the back of your mind throughout the process as you approach a job position. Why would anyone want to work in this role? Why would anyone want to work for this company? What will one gain by working here that they cannot earn anywhere else? The job and company must be sold, just as an applicant must sell what he or she offers differently from other applicants.

A Match Made in Heaven

It would be great if we had a secret algorithm that matches jobs with the perfect candidates, even the CEO of Match, but “We’re still decades away from truly predicting the chemistry between two people,” says Sam Yagan. We may not be at the stage where an algorithm helps predict the “chemistry” between a person and a job, but what we can do right now is “think like an applicant”. There is a disconnect between companies and job seekers in the current job market. Companies can’t find workers and job seekers can’t find jobs they’re interested in. Is it because things weren’t broadcast in front of the right audience? Is it the job descriptions themselves that are uninteresting and therefore why candidates cannot find jobs they are interested in? Many things can happen, but taking a moment to step back and see the perspective of your “other half” can be the right way to connect with your perfect match. Visit:  FlexJobs Survey

Also Read: Highlight Your Federal Resume

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