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Employers are picking up their pace in hiring this year, but in the process, they're getting much more picky.
A new survey finds employers are demanding employees who are already experienced in their specific businesses and have a track record of achieving the results they want.
One-third of the 184 large U.S. and Canadian employers polled by talent management specialists OI Partners Inc. said their hiring process is taking longer this year, in large part because they are conducting more interviews to confirm they are selecting the best candidates. Just 5 per cent said they are making hiring decisions more quickly than in the past.
Over all, 54 per cent of employers have increased hiring this year. But in another trend, 42 per cent said they have become more concerned about retaining their current employees than they were last year, according to the survey by OI Partners and its Toronto based affiliate Feldman Daxon Partners Inc.
"The market has changed and I'm hoping that it will not be this way permanently, because it can be frustrating for job seekers," said Gord Brandt, Toronto based consultant with Feldman Daxon Partners.
"The reason is that there is currently a greater supply of qualified candidates than there was even a year ago as people start to look for new opportunities. That means employers can afford to be extremely choosy about who they decide to hire and they are sticking more closely to their job specs." Mr. Brandt said candidates should keep in mind strategies employers are using, including:
Tuning in to social media
To target candidates with the right stuff, companies are increasingly turning to social media, with 44 per cent saying they are using networking site LinkedIn more often than last year and 19 per cent saying they are boosting their search activity on Facebook.
The reason is the exponential growth of social media, Mr. Brandt explained. "Companies are using social media as a convenient way to approach people indirectly to find out whether they might be interested in a move."
His advice for candidates is to make sure their online profile is essentially their résumé and to highlight specific achievements that they have made recently.
Looking locally
The survey found 36 per cent of employers are going to be posting more job openings on their company websites and 32 per cent are more frequently using employee referrals to develop lists of candidates. And to save on relocation costs, 22 per cent said they will be looking more often for local candidates.
As an example, Mr. Brandt cited a Toronto candidate he's been working with who was hoping to land a financial management job that opened up in Montreal. He went through successive rounds of interviews in a process that stretched out over a year. "In the end, he lost the job to another candidate who was located in Montreal. Needless to say, it was disheartening."
Vetting more carefully
Even prime candidates are going to face more gruelling scrutiny, the survey found.
To whittle down the large number of applicants, more than half of the employers said they are interviewing candidates by phone more often than in the past. And 41 per cent said they are doing more panel interviews, Mr. Brandt said. These typically include a head of HR, the applicant's potential boss and often a person they would work with.
"That is efficient for the employer, but can be more stressful for a candidate because you have more eyes on you and a panel is more formal than a one-on-one, so it can seem unnatural," Mr. Brandt said. "The advice is to try to relax as much as possible and keep your answers as brief as possible, because the interviewers will be on a tight timeline."
At the same time, he said people to get their key messages prepared in advance "because there is a greater likelihood that you won't have many opportunities to have your say." Don't bother repeating what's on your résumé, but instead find a way to emphasize your specific contributions to the bottom line and specific achievements that set you apart form other candidates, he advised.
"Don't let the fact you've been interviewed eight times show as frustration when you approach the ninth. You've got to keep the same level of enthusiasm for each. because all the interviewers are going to form a consensus of what they have seen," Mr. Brandt said. That becomes even trickier with phone interviews because you can't be seen, he added. "I advise rehearsing your inflection in a mock interview to make sure you can come across with a smile and excitement in your voice."
Hiring cautiously
When they do hire, many companies remain cautious about making it a permanent commitment, with 25 per cent saying they will be starting more people on contract and temporary assignments until they decide whether to make the hire permanent.
"That can work both ways; I advise people that a contract role can be a great opportunity for a candidate to check out whether the company is a good fit as well. By the time you have gone through the recruiting process, you are considered the logical choice, so you'll be in a good position to move to permanent status as the market improves."
Warding off poachers
The survey also has good news for those who aren't in the market for a job switch. Talent retention has become a more acute issue because as the job market improves, businesses are aiming to poach experience from competitors, Mr. Brandt said.
"Employers are placing a higher priority on demonstrating to their most talented workers how valued they are, investing in their career development, and ensuring they reach their full potential," he said. "It is not just compensation. One of the biggest trends is providing career climbing opportunities or lateral moves that help expand their experience and potential."
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WHAT IT TAKES
Qualities employers said they demand of new hires:
Related experience in their industries: 77 per cent
Team orientation: 71 per cent
Customer focus: 63 per cent
Track record for achieving employer's goals: 62 per cent
Ability to work smart: 60 per cent
A record of working hard: 56 per cent
Roles employers said are most in demand:
Operations managers
Sales specialists
Information technology managers
Administrators
Financial specialists
Human resources managers
Source: OI Partners