Searching for Perfect Candidate May Miss the Perfect Match

When hiring managers begin to write the list of qualifications, they build lists of everything they think they want in a candidate. It's a process not unlike building a dating profile; pulling characteristics out of the air to describe the perfect match. In dating, people tend to understand that finding someone who matches that description is unlikely. When they find someone they like, it is almost a coincidence when they match even the broadest elements of the original profile.

By contrast, hiring managers frequently use far less latitude in their candidate searches. The descriptions involve far more precise requirements and they are less likely to waiver on them should someone outside of the criteria apply.

"Using vetting of candidates based on stringent requirements can keep out the candidates who have no place in an organization, but there isn't an automated filter that is going to increase your ability to identify, much less attract impact players to your organization," says Rob Romaine, president of MRINetwork. "There isn't an accredited Master of Innovative Thinking degree or Doctorate of Self Starting, and a resume that claims someone has such qualities only means they know those skills are important."
The 8.2 percent national unemployment rate, and even the 3.9 percent bachelor's degree and higher unemployment rate, seem to still give employers a false sense of plentiful candidate supply. It's like the man stranded on a tropical island, surrounded by salt water - yet dying of thirst.
"In the early days of the recession, we saw amazing candidate availability. Top candidates truly were victims of circumstance - doing great work but losing their positions regardless - and became available on the active candidate market," notes Romaine. "But a type of reverse osmosis has had time to set in. The most desirable candidates found new positions. Today's unemployed population - especially the professional space - largely consists of people whose skills and education doesn't match with the needs of the marketplace.
More than 22 percent of the U.S. workforce is in a professional or related occupation, but less than 11 percent of the 12.2 million people unemployed in May have professional experience. That translates to just 1.3 million lawyers, engineers, economists, computer programmers and more who are unemployed today and actively looking for a job. If you widen the net to include managers and financial professionals, the statistic grows to 38 percent of the U.S. workforce but still less than 19 percent of the unemployed population.
"When talking casually to hiring managers they know how tight the market is, they understand that of the 1.3 million professionals who are unemployed, they are unlikely to find that one person with fifteen years of wind propulsion experience who is willing to relocate to them," says Romaine. "But as soon hiring a candidate leaves the abstract and interviews are being conducted, managers start looking at the 8.2 percent unemployment rate or the 17.9 underemployment rate and hold out for a candidate who matches the detailed profile they've written. By holding the line so tightly, though, they will often overlook someone who could actually be their perfect match."

Moving This Summer?

Now that summer is upon us, you may be preparing to move - and one of the most significant challenges is likely the relocation of children. Our friends at FAS Relocation Network have put together some very helpful tips.

For additional assistance with relocation feel free to visit their website www.fasrelo.com and tell them ETS Dental sent you!

7 Successful Strategies for Moving with Kids

While each and every child in this world is unique, virtually all share similar relocation needs throughout the moving process. A successful family move can be achieved by focusing on fundamentals, and including the children in each step.

Apply these 7 tips to ensure a successful transition with your children:

1. Include your family in the relocation details immediately. Kids prefer to be a part of the changes that take place in their world. In the end, this exercise typically provides parents with valuable information on their children's needs, desires, and concerns.

2. Stay positive. Find out things in the new location that would interest them. Football, dance, places to see - whatever they have passion for and would get them excited about the move. Give dimension to their new world and allow them to imagine it as a haven for new opportunities.

3. Maintain and open forum. Talk with your children about their experiences - good and bad. LISTEN. Do not dismiss their concerns no matter how trivial they may seem. They will appreciate being heard.

4. Take them to say "goodbye." The ability to say goodbye helps children of all ages get closure. Moreover, it will give them the opportunity to maintain contact with friends (going-away parties, former school visits, scrap-book.)

5. Set up their room once you've arrived in your new neighborhood. Kids can feel homesick, even if they are with you, so getting their things back in place will help them feel more comfortable.

6. Help your child meet new friends once you've reached your new destination. A move during the school-year can be ideal for new friend-finding initiatives.

7. Relax. While your children may be angry with you initially, they intuitively understand. They will soon forgive you. Sure it may take time, but do not allow yourself to feel guilty or frustrated. You are doing what is best for the family. Be patient and they will come around.

Posted by Rob Knezovich, Regional Account Executive/Dental Recruiter. To find out more, call Rob at (540) 491-9107 or email at rknez@etsdental.com.