How can employers hire top talent in a highly candidate-centric job market?
By many accounts and measures, 2022 is still an extraordinary period in the job market. Employers rushed to fill numerous vacancies by tapping a limited talent pool, especially in the tech sector. Despite recent developments showing that the red-hot job market is now cooling down, the fact remains that many employers still need help recruiting top talent.
The Fed has repeatedly said that there are around twice as many vacancies as job candidates to fill them. This means that demand remains. Why? Because, let’s face it, as an employer, you will not resort to hiring when no one is even buying your products and services.
However, since demand is skyrocketing, but the talent pool is limited, many employers resort to offering job candidates higher compensation packages to attract–and keep – top talent.
Complicating this further is the “Great Resignation.” This refers to the massive resignation of workers who quit their posts, confident that they will find better-paying jobs and have higher work-life balance prospects. A study revealed that people who left their employment in October now earn twice as much compared to their colleagues who stayed put.
As an employer or hiring manager facing a challenging and rapidly evolving job market, you must be very strategic in hiring top talent despite limited resources and rising prices.
Here are some tips on how employers like you can still win top talent in a highly competitive job market.
Tips on How Employees Can Win Top Talent in a Candidate-Centric Job Market
1. Streamline Your Hiring Cycle.
The world of work today requires a great deal of agility. The same thing goes for your company’s hiring process.
According to a survey conducted by Career Builder, 60 percent of job candidates decided to quit their applications because the process just took so long. This is something that employers and hiring managers need to remedy. The longer your application process takes, the higher the chance you will lose your job candidates.
Instead of taking months to complete your hiring process, consider streamlining it to just a few weeks. Streamlining the hiring cycle is also a sign of great company culture. It sends a strong signal to job candidates that you are an employer that values your employees’ time and that you seek to uphold best practices in your company processes.
Furthermore, job candidates tend to focus more on your company if your application process is streamlined and you give timely feedback.
2. Make Flexibility Part of Your Company Culture.
A study from Harvard Business Review revealed that 77 percent of job candidates prefer to accept offers from companies that offer some form of flexibility. Moreover, a similar survey conducted by Indeed showed that 89 percent of millennials prefer to work from home rather than report to the office daily on fixed-time schedules.
Let’s face it. The days of the 9 to 5 work week are truly over. The employees of today are prioritizing work-life balance over a handsome paycheck. The days of cubicles and fixed workdays are coming to an end, and this will be very hard for employers and hiring managers to turn around no matter how stringent the policies you implement on the contrary.
In offering flexibility, consider rethinking your company’s work schedules and how much flexibility you can provide to your employees. Putting flexibility at the forefront of your policies also saves resources on the side of your employees because it is less time-consuming and more sustainable in terms of your company resources.
3. Give A Pleasant and Insightful Job Candidate Experience.
Aside from creating a more streamlined application process, ensure that your job candidates get a pleasant and insightful application experience.
Valuing the time of your job candidates communicates how much you love your company workforce and how respectful you are of their time. This already goes a long way in giving your company a competitive advantage regarding job candidates choosing you over other companies.
In your hiring process, ensure each interview is vital to both the job candidate and you as a prospective employer. Make all questions deliberate and avoid asking repetitive questions to your job candidates.
It is also vital to always be on point and on time in your interview schedules. Please do not make them wait for long periods. More importantly, end with a clear next step and offer timely and concise feedback.
4. Evaluate Salaries and Embrace Transparency.
One essential thing that employers need to know is that job candidates are looking forward to being compensated fairly for the work that they will render. Pay them what they are worth NOW or lose them to other companies soon.
You must review your salary structure and see if you can increase wages across the board. Not all companies have the resources to implement a company-wide salary increase. However, reviewing your salary and compensation package is still necessary for better planning.
Should you be one of those companies with limited resources and currently unable to offer a hefty salary increase, consider revisiting your benefits package. Riding on the overwhelming preference of job candidates for flexibility, you may provide flexible work arrangements or give your employees additional paid time off to cater to work-life balance. You may also want to revitalize your reward and incentive system.
5. Implement More Inclusive Policies.
Nowadays, many job candidates are also curious to know how a prospective company stands regarding diversity and inclusion policies. They need to know that their companies care for them as human beings and not just for what they can do for the company.
In this regard, your company should have policies that address pertinent matters for your employees and job candidates. These include pregnancy and family life, religion, ethnicity, being the primary caretaker in the family, mental health, and general employee well-being issues.
Moreover, consider implementing floating or swappable holidays for your employees to address religious, cultural, and personal beliefs from their end. Lastly, get feedback from them whenever you can. Employees feel valued when they know someone listens to their opinions and actively works on them.
Attracting top talent in your company in these complex times may be challenging but possible. As an employer, you have so many opportunities in your hands to attract top talent and to also retain your company’s workforce. Try these tips and see how you fare as a preferred employer in this candidate-centric job market.
Do you need more help attracting top talent? Strongly consider working with a reputable staffing agency like the Fox Search Group. A recruitment agency with a track record of providing companies with top talent while staying committed to diversity and inclusion. Reach out to us today, and let us show you how your company can stay on top of the game in this very candidate-centric job market.
All too many staffing firms in the post-pandemic job market embrace automation in talent acquisition. Human Resources (HR) and recruitment automation trends also tend to plow through the general move of hiring managers and staffing firms to practice more inclusivity and diversity in the workplace.
This is what the intermarriage between HR and AI aims to solve. Finally, finding out how to reduce bias in the hiring process would be the goal that the latest HR tech and automation intend to achieve.
But can it pave the way toward inclusive hiring?
Let’s run down the pros and cons of hiring automation and get a better glimpse of how the future of HR looks insofar as inclusivity and diversity are concerned.
Performance Management Trends 2022: Advantages of Automated Hiring
1. More Efficient Sourcing and Selection of Candidates
Recruitment automation enables you and your team to efficiently modify your job posts and ads from templates more seamlessly. This allows you to focus more swiftly on the actual vacancies, corresponding qualifications, and relevant experience.
Your HR software landscape should feature automated tools to screen applicants, expediting the selection process.
2. Maximizes Your Internal Hiring Pool
Automating your hiring process also allows you to maximize your internal hiring pool. This will enable you to be more proactive in your hiring process because you can create a pipeline of past candidates who are qualified, already screened, and can take on the job in just a short time.
This diminished your reliance on job boards and ads – and waiting on job candidates to reply to your ad.
3. Fast-Tracking the Application Process
It is undeniable that hiring managers and job candidates alike find the application process tedious and even unwieldy. The process can be long as the waiting times tend to go on and on. By automating your recruitment, you get a more thorough view of each candidate and where they are in the application process.
Your recruitment software may also automatically place qualified candidates for an interview via a pre-built scheduling module. Once they pass the job interview, the software should be able to send the candidate a job offer.
This is indeed time-saving!
4. More Seamless Onboarding
You can also create a better first-day impression on your new hire by seamlessly onboarding them. Onboarding an employee usually involves:
Giving them company access credentials,
Sending the new hires pertinent introductory emails,
The general induction and training process. All of these can be automated.
5. Promotes Diversity and Inclusion in the Hiring Process
HR tech such as Applicant Tracking Solutions (ATS) can remove information that can cause bias, consciously or unconsciously. These include data on age, ethnicity, and gender. This means that your tech stack can focus solely on employment history and skills – giving every job candidate a fair shot at landing the role.
Artificial intelligence in recruitment aims to reduce bias by enlisting machine-based decisions. However, using AI for recruiting may harm your organization’s DEI (Diversity Equality Inclusivity) efforts. Here’s how:
1. Historical Data Does Not Support DEI Initiatives.
When you use artificial intelligence for hiring, you will use its historical data to build your hiring system. This historical data – predominantly within the male and white demographic – already possess an inherent bias.
In the absence of historical data sets to train AI algorithms, hiring tools utilizing AI become very likely to carry the same biases your organization has wanted to eradicate for decades.
2. AI Hiring Algorithms May End Up Perpetuating Biases, Instead of Removing Them.
By measuring how “culturally desirable” a job candidate is, you can end up excluding candidates with disabilities or any job seeker whose profile does not fit with what the algorithm has determined as a typical candidate. This puts many job candidates, such as disabled job seekers, in an awkward position.
There are also valid concerns about the amount of data that can collect on a particular job seeker while analyzing their video interviews, CVs, online assessments, and social media profiles. For one, candidates may not even know that they are being examined and may need help understanding how AI tools are studying them.
Still, a lack of regulation on automated hiring processes continues – both from the private sector and the government.
4. Automated HR Hiring Systems May Exclude Those Who Are Not Yet Tech Savvy.
While this may be too far from left field for tech people and white-collar workers, automating your hiring process can be very uncomfortable, if not entirely unrelatable, for those who have not yet migrated to digital technology. However, addressing socioeconomic considerations when using AI for recruitment is a must.
Aside from this, some professionals have become accustomed to just one tech provider and feel lost if they switch during the application process. For instance, an Apple user may feel lost during the interview if they use Microsoft technologies instead and vice versa.
Similarly, some HR tech tools work optimally on one provider only. Losing a competent command of the technology one has to use in the application process can spell disaster for any job seeker.
Can HR software tools like facial recognition assess the emotional state of the job candidate during an interview? Can it accurately measure a job candidate’s disposition, confidence, and general well-being when the labor market comprises diverse individuals from different social backgrounds?
Undeniably, this can make your HR tech stack prone to false positives or false negatives, so to speak.
Success Through Technology: Being Strategic is Key!
Hiring managers and staffing firms must be more strategic in utilizing AI for recruiting if they are serious about diversity and inclusive hiring.
One, consider focusing on skills-based hiring. Use HR tech tools to assess competence in a particular skill set.
Moreover, hiring managers and staffing firms are encouraged to keep a salient human component in the hiring process. The strategy of depending solely on AI to determine suitable candidates is not yet a foolproof strategy for the time being.
Finally, there is wisdom in partnering with a staffing firm that has a tried and tested process that supports diversity and inclusive hiring for your company.
Collaborate with the Fox Search Group to make diversity and inclusive hiring a cornerstone of your company. With a reputable HR tech stack that is seamless and efficient, you also have a pool of expert recruiters from the Fox Search Group to complement their world-class hiring tech stack. Lock in top talent for your company while also forwarding your DEI initiatives.
As the year soon draws to a close, what recruitment insights can you learn from 2022 that you can use to prepare for 2023?
2022 was when the world truly started emerging from the Covid-19 pandemic and coming to terms with its aftermath as far as the job market is concerned. To say the pandemic broke the labor market and how companies used to work before this public health crisis would be an understatement.
For one, the pandemic changed many employees’ priorities and employment considerations. So their demands are so much different now compared to less than two years ago. This prompted the so-called “Great Resignation,” where workers quit their jobs in droves to look for another job that could better cater to their needs and expectations.
Second, staffing firms have also experienced changes in job candidate expectations. Many job seekers choose more fulfilling jobs that offer greater flexibility, and analysts call this “The Great Reshuffle.” Staffing firms needed to be more aggressive when attracting top talent and catering to their expectations.
Recruitment Insights and Hiring Trends in 2022
Let’s face it. As far as staffing trends for 2022 are concerned, hiring has become more challenging today compared to a few years ago.
Many staffing firms now actively engage job candidates and no longer do passive hiring – even in entry-level positions! This is because of the labor skills gap. Job seekers’ skills and training often do not match the experience required for certain jobs in the post-pandemic economy. The space between the skills that job candidates have and the skills that employers are looking for is called the “skills gap.”
Reforming the education system to offer programs that answer industry needs is vital to reducing the skills gap. Additionally, to address the skills gap, more and more companies and staffing firms are looking past degrees and formal training to give more premium to skills.
This was also noted even before the pandemic, between 2017-2019. Data shows that companies have reduced degree requirements for 46 percent of middle-level positions and 31 percent of high-skill jobs. This is especially true in the tech sector. Now, look at the staffing industry trends for 2022 and the many lessons that hiring managers can learn.
Staffing Industry Trends for 2022: Lessons Moving Forward
As hiring managers, what can you learn about the recruitment insights and statistics of 2022 that will allow you to operate better as a staffing firm for 2023 and beyond?
Given all these changes and disruptions, what handles can you use to aptly respond to the headwinds of recruitment in this ever-changing and volatile labor market?
1. Flexibility is Key.
First, let’s get something straight. Americans embrace flexible work, and your staffing firm cannot do anything about it. Going against this trend is like going against gravity. So why fight it?
Flexible working arrangements are already part of the new working norm. According to a recent survey, 87 percent of workers would opt for flexible working arrangements if given a chance. Even more interesting is that the percentage of employees opting for flexible work arrangements cuts across all job sectors and all positions in the organizational chart – from the C-suite to entry-level roles.
Many U.S. employees and job candidates now consider flexibility and work/life balance as top priorities in considering job offers. A 2020 survey revealed that 81 percent of employees said they would be more loyal to employers who offer flexible work arrangements such as remote work, shifting schedules, and hybrid setups.
Data shows that employees involved in computer and mathematical jobs have overwhelmingly embraced remote work, with 77 percent willing to work entirely remotely.
Because of this undeniable reality, companies and staffing firms must be able to accommodate the demand for flexibility from employees and job candidates if they would like to hire and retain top talent.
2. Making Thoughtful Hiring Decisions
Because of the new working norms and preferences of job candidates, hiring managers and staffing firms must also revisit the application process from recruitment insights in selecting the top candidate for each position to see if anything needs to be changed or revised.
Do you need to revise the necessary skills to fill a specific position?
Is there a need to adjust the required qualifications for a particular job vacancy?
Do you need more questions that check for soft skills or tech skills?
Do you need to be more diverse and inclusive in your hiring process and candidate selection?
Many hiring managers and staffing firms have now come to realize that the measures they utilized in the hiring process before the pandemic are no longer very much in sync with today’s job candidates. If there are changes in the preferences and priorities of job candidates, then there should also be reforms made to how staffing firms identify and select top talent.
80 percent of staffing professionals believe that technology plays a crucial role in the success of their recruitment processes. This is why a great majority of staffing firms have also embraced digitalization.
As staffing managers investing in technology, you must ensure that you are maximizing your technological stack to achieve your hiring goals.
To understand the scope of this issue, ask yourself the following questions:
Does your technological stack enable you to do targeted advertising?
Are your job posts able to accommodate mobile-savvy candidates who use their mobile phones more than an actual computer to apply for jobs?
Does your technological stack allow you to communicate with top candidates seamlessly and wherever they may be?
Does it allow you to automate menial tasks and improve your hiring efficiency?
4. Focusing on Employee Well-Being
It may not be easy to see, but employees highly appreciate that mental health and well-being are given equal focus in the workplace. Recruitment insights from a recent survey revealed that 71 percent of employees now feel that their employer is giving more importance to their mental health and well-being. Their employees greatly appreciate this.
Staffing firms should also make this a cornerstone of their processes – including your selection of client companies and their policies on mental health and well-being, diversity and inclusivity, and how they deal with microaggressions in the workplace. This is vital because many job candidates are becoming increasingly curious about how employers take care of their employees.
Furthermore, studies also show that a culturally diverse workforce is instrumental in fueling innovation, boosting creativity, and even increasing profitability.
If you are ready to close this year with a bang and begin the new year fully informed and prepared when hiring top talent. Consider partnering with the Fox Search Group. A staffing firm that champions flexibility and diversity, we can help you find top talent who will thrive and be assets to your company, whether onsite or remotely. Put yesterday’s recruitment insights to work. Reach out to us today!
Microaggressions in the workplace are sadly a common occurrence in many companies. It comes in the form of a statement, action, or incident regarded as an instance of indirect, subtle, or unintentional discrimination against individuals from a marginalized group, such as ethnic minority, people of color, members of the LGBTQ community, people coming from low socioeconomic status, among others.
Microaggressions usually happen unwittingly and unintentionally. People in the workplace who commit microaggressions are often unaware that they have committed one. However, the remark is offensive to the individual receiving it – regardless if it was said jokingly or the intent was not really to offend anybody.
Types and Examples of Microaggressions in the Workplace
Microaggressions in the workplace is more widespread than you think.
Available data shows that more than 26 percent of Americans have experienced microaggression at work, while 22 percent were unsure if they have experienced microaggression in the workplace. On the other hand, 36 percent of those surveyed said they had witnessed microaggression in the workplace, mostly coming from individuals with unconscious bias. The same study also revealed that only 40 percent of the respondents were certain that they did not witness microaggression in the workplace.
How do you know if a microaggression has indeed been committed? What are the types of microaggressions most commonly committed in the workplace?
Racial or ethnic microaggressions refer to subtle racial slights that can be offensive and hurtful. Many individuals who experienced this type of microaggression often find it extremely difficult to reply to this particular microaggression. Even though they feel hurt and insulted, the most common reaction to a racial or ethnic slur is to say nothing or make it seem like it did not happen at all. The most typical examples of racial microaggressions reveal unconscious biases of individuals who commit these microaggressions. For instance, connecting how a person looks or his level of intelligence to his ethnicity and telling the person about it is a typical example of racial microaggression.
Microaggressions on citizenship are also common instances that happen in the workplace. Often, people in the workplace judge a co-worker’s origins based on his accent or the individual’s competency in English. Comments such as “You’re English is a bit odd. Where are you really from?” are prime examples.
Socioeconomic microaggressions happen when people pass comments on how individuals coming from a specific socioeconomic background should look or behave. Words like “You don’t seem to come from a poor family. Why did you go to that school?” or “You don’t seem to come from that kind of neighborhood” are examples of this type of microaggression.
Gender microaggressions are also quite common in the workplace. They reveal gender biases and false perceptions aimed at a particular orientation. Have you ever uttered “Don’t be such a sissy” or “That is so gay!” to your colleagues at work? These comments are classic examples of this type of microaggression.
There are more varied examples of microaggressions in the workplace, such as microaggression on mental health, parental status, and religious affiliation. However, these types all have one thing in common – they are detrimental to your company.
Microaggressions work against your company or any organization’s goal for equity and inclusion. It goes against the purpose of giving employees a safe and inclusive work environment and a sense of belongingness. Hence, it is paramount to proactively address microaggressions in the workplace and other forms of subtle discrimination in the workplace.
How To Prevent Microaggressions in the Workplace
There is no foolproof approach to effectively dealing with microaggressions in the workplace. Truth to say, the more your company talks about it, the higher the chance it becomes visible and palpable for employees.
Unlearning our biases could also be a tall order for many of us. Accepting criticisms and identifying and reflecting on these teachable moments often takes time and a lot of sensitivity for someone who has committed a microaggression. But making great strides towards lessening, if not eliminating, microaggression in the workplace is not at all an impossible thing to do.
Here are some guidelines and handling that you may find useful.
1. Learn how to apologize sincerely.
When you or someone you know has committed a microaggression, the worst thing to do is to act defensively. Do not treat it as a joke or as something unintended – even though it was. Instead, acknowledge the fact that you have hurt a co-worker. It may be a tall order for many, but looking at the big picture, this is the right and magnanimous thing to do.
2. Use the incident to improve yourself.
Instead of being defensive or too guilt-ridden for a long time, use the incident as a learning experience for you to know more about yourself. It is a reflective and teachable moment where you can discover your deep-seated personal biases and your perceptions about others. Be very open about these biases to yourself so you can learn from them.
3. Get to know your colleagues on a more personal level.
Remember that your organization consists of people with a common goal. However, you all come from different backgrounds. Embrace diversity and learn more about them. Get to spend time with your colleagues and get to know them more as people. It will help eliminate your unconscious biases because you are already developing a personal bond with your colleagues.
4. Educate yourself.
As you continually expose yourself to various perspectives and diverse backgrounds, complement your learning with books, films, tv shows, podcasts, and other forms of media that will help you raise more awareness about the diversity around you. This, too, will help demolish your personal biases.
5. Push for policy changes within your organization.
You can help minimize microaggressions in the workplace by introducing company-wide changes that cater to inclusivity and celebrate diversity. Push for more resources to help your company foster diversity and inclusivity in the workplace. These may come in the form of gender-neutral bathrooms, prayer and reflection rooms, or seminars about diversity and inclusivity in the workplace.
PARTNER WITH A RECRUITING FIRM THAT EMBRACES DIVERSITY AND INCLUSIVITY, LIKE FOX SEARCH GROUP.
Established by a woman, Fox Search Group’s pool of expert recruiters can genuinely partner with you to help you land a job in a company that celebrates diversity and inclusivity. For employers, the Fox Search Group can also help you hire top tech professionals who are diverse, highly qualified, and truly the best of the best. By having a diverse pool of employees, you will be right on track toward minimizing microaggressions in the workplace.
Job titles are normally a source of pride for any employee. Once you post role openings on job boards and online job ads, the first thing that a job seeker typically looks at is job titles. Especially when an individual already has prior job experience, job titles are a big consideration.
Job titles in your company are not only associated with your organizational chart. Jobseekers frequently match the job descriptions with the job titles, and along with these job titles come a myriad of expectations. Usually, the expectation is that the higher the job title, the heftier the salary is, and so are the benefits.
Misleading Job Titles
The pandemic disrupted the global economy in so many significant ways. When it comes to hiring talent, especially in tech and other critical positions, the impact of the pandemic is nothing short of major. As companies competed for top talent in the COVID-19 economy, many organizations resorted to job title inflation.
Job title inflation happens when a bigger job title is bestowed to a position that does not accurately describe the work being executed. Sometimes, there is no commensurate pay to the inflated title. Many companies began using this to improve the optics of a particular position to potential candidates, thus attracting top talent into the company.
This led some hiring managers and executives to look for a way to appease employees as well as job applicants without spending too much money. They started offering lofty-sounding job titles to appease both employee and candidate egos, which may come with or without a salary increase. Companies have also used this technique to soften the blow of not giving a significant raise to staff or a lucrative compensation package to job candidates.
To mitigate the effects of the great resignation in the US, title inflation, once only common among startups and small companies, was also adopted by medium-sized and large companies.
An inflated job title means that your employee is performing a role that is much larger in scope than what the current job actually requires. This has devastating consequences for the employee, the company, and the industry.
Inflated Job Titles: The Dangers of Faster Promotions and Condensed Careers
According to HR and workforce management expert James J Clark, faster promotions and condensed careers are not cost-effective and may strain your company’s hiring and labor expenses. This is because various compensation and benefits packages are derived from level eligibility, such as incentive schemes and career growth opportunities.
Therefore, if your employee is misclassified, your company inaccurately awards them benefits that they would not be eligible to receive. This will pose a big question of how your company will maintain equity across positions and fairness among employees.
When Job Titles Become Disastrous in the Senior Levels
Inflated job titles in a company are more disastrous at the executive level than at any other level in the organization.
Suppose that a company provides a much bigger title to a role to attract talent, knowing full well that the title does not match the duties and responsibilities of the same in the external market. When the employee leaves and applies for your company, you are then easily deceived or misled that a candidate is qualified to fulfill the duties and responsibilities of the role – not realizing that your job candidate’s declared position in the resume is just an inflated one.
As a hiring manager, you may end up hiring a candidate with virtually no experience handling the role, significantly lacking in skills required for the new position. Sadly, there is a strong possibility of a completely unqualified individual taking on a job and beating an otherwise qualified candidate who did not use an inflated job title to land the role. This may also be defeating for an employee who may find a hard time landing a new job for the same role after holding an inflated job title in a previous company.
Even more worrying is that data shows that inflated job titles are slowly becoming the norm in many companies, regardless of size. A recent study from Bloomberg revealed that the number of senior jobs available for jobseekers rose by 57 percent, pointing to the reality that title inflations happen mainly in the director and managerial levels of the organization. Senior contributors are offered lead or manager titles, while managers are offered Associate Director titles.
Job Titles Disillusionment and Equity in Your Company
The statement “Job titles are cheap as they actually do not cost anything” may be accurate or inaccurate depending on which side of the fence you are on.
A study from Rasmussen University revealed that inflated job titles are also a bane for many job candidates. This may confuse and disappoint highly qualified applicants if the role turns out to have duties and responsibilities that are more suitable for a lower position. With expectations unmet, job candidates and you, as hiring managers, merely end up wasting precious time, effort, and resources.
When your company practices title inflation, you also open your organization to the dangers of implosion. Keep in mind that the basis for any promotion is a meritocracy. Employees must be given a senior job title because they fully deserve it based on your eligibility criteria.
In some instances, pay bands also rise alongside a higher job title. While this may be good for prospective employees in your company, it can be disastrous for employees already in your company as they might feel taken for granted.
A study co-authored by Harvard Business School Associate Professor Tsedal Neeley revealed that employees and new hires given senior job titles faster than they can actually perform the duties and responsibilities connected with the title tend to create chaos within the organization, especially with tenured employees. This breeds insecurity and a prevailing sense of doubt within the organization.
In the larger scheme of things, this can result in guilt, distraction, and instability among your employees. When employees are disappointed or frustrated, their feelings and disposition take away the vision and purpose of the work itself, which is counterproductive and harmful in the long run.
Promoting A Fair Job Title Starts with You
As hiring managers and business owners, you are ultimately responsible for keeping job titles and promotions in check. Instead of finding yourself appeasing your employees or offering bloated job titles to new hires to keep the hiring process up to speed, your company has to be clear and transparent with employees and job candidates.
Maintain a healthy organizational structure, assign titles to employees by merit, and if the need arises, work with partners who can excellently screen your job candidates to give you the best candidate to fill a particular role in the company.
After all, what are job titles when in reality, every role in your organization is critical to your company’s success?
KEEP JOB TITLES’ INFLATION IN CHECK WITH FOX SEARCH GROUP.
If your company is overwhelmed with the challenges of hiring talent in the era of the Great Resignation, consider partnering with Fox Search Group. Get candidates for your company’s most critical vacancies from the Fox Search Group’s pool of personally vetted candidates. No need to resort to job title inflation or any related tactics. Partner with Fox Search Group for your hiring needs and get the job done in just half the time. Contact us today.