Did you know it takes, on average, 43 days for employers to hire a candidate for a vacant position?
That’s 43 days where various functions and tasks in that role aren’t being executed or completed. Naturally, you don’t want to rush a hire because that increases a new employee’s chance of not working out. Meaning that you’re looking at one more trip to the drawing board.
Still, the more you can streamline this process, the better. But that necessitates finding the right talent for the role in a reasonable amount of time.
How come this has proved to be such a challenge throughout the infrastructure industry?
Read below, and you’ll learn several reasons your hiring process might be hampered:
1. Talent is in Short Supply
What happens when all industries start piling up talent, and the unemployment rate plummets to previously unknown depths?
Those seeking out reliable job candidates find themselves on an arduous journey, mining for diamonds in the rough, so to speak.
Recently, due to COVID, the US’s unemployment rate has risen to 7.9%, which is a far cry from 2017’s impressive numbers. All the same, 92.1% of the population is still gainfully employed.
Of that 7.9%, one can assume an incredibly small number are skilled infrastructure talent that can positively impact your business.
Finding those unique talents is getting harder by the day, especially when trying to balance it with the other moving parts involved in your bustling organization.
2. Gaps in Skill
The Society of Human Resource Management recently performed a survey that ascertained the following results:
- According to 38% of respondents, a continual obstacle preventing them from recruiting qualified workers is an absence of technical skills among applicants.
- 59% of respondents said that lacking basic skills (e.g., reading comprehension and computer skills) was also a direct obstacle.
- Lastly, insufficient applied skills (e.g., critical thinking, leadership) presented massive problems for 84% of the respondents.
Provided you aren’t intent on settling for unskilled employees, it’s going to take a while to pinpoint reliable, intelligent, and productive talent.
3. The Perils of Skill Shortages
When the labor market fails to produce the required number of candidates for a specific amount of positions within a given occupation, it’s defined as a skill shortage.
Skill shortages are the sum of these various adverse factors:
- Not enough of the needed skills.
- Insufficient work experience.
- Lacking qualifications and credentials.
Given the limited pool of candidates that stem from low unemployment, finding people with these skills turns into a guessing game.
4. Job Requirements Are Hyper-Specific and Significantly Demanding
Innovation, automation, and a focus on streamlined operations have led to many jobs becoming redundant.
From there, those who weren’t replaced by computers are uniquely skilled in hyper-specific ways that are nearly impossible to match.
Finding people who can keep up with these changes is akin to seeking out a winning lottery ticket during your candidate search.
5. The Loss of Baby Boomers
Millennials now make up the bulk of the workforce, with 10,000 baby boomers retiring every day.
The few boomers remaining are generally talent with the most experience and working knowledge. As they leave, organizations are left without the vast wisdom they’ve grown accustomed to.
Realistically, millennials haven’t amassed the experience and associated lessons to equal their predecessors’ skills and qualifications. This situation makes it even more challenging to find the right people for specific roles.
6. Unattuned Employment Brands
Plainly put, some organizations struggle to make themselves attracted to the top-tier talent across their industry.
Note that 69% of employees won’t take jobs with companies whose reputation is questionable.
Remember, with employer-review platforms such as GlassDoor readily at hand, word gets out about poorly run companies.
These days, your focus must be on company culture and treating your employees with respect and empathy while providing growth opportunities. Otherwise, highly skilled talent won’t be interested in working for you.
The obstacles preventing you from hiring talented candidates can be leveled. However, you might need some help along the way, given how busy you are dealing with your organization’s other facets. So, contact Anistar Technologies today for your infrastructure recruitment needs.