There seems to be one statistic that is on the lips of every employer and job seeker, alike. It is the statistic that begins every job initiative, builds every employment opportunity, and indicates the trends of the fragility or stability of our nation, as a whole. While this stat is ever-changing, it poses as a constant in everyone’s life. This statistic is none other than the National Unemployment Rate. At the time of this article, the United States’ National Unemployment Rate is 3.6%. This statistic drives markets, reserves, trends, stability and fragility of a nation, all while being compacted within the confines of a simple number. This guiding indicator drives so much of who we are and what we accomplish. The question becomes how does it determine activity and relevancy for your day-to-day technical recruiter and your eager candidate on an even larger scale; the Global Recruitment Process?
Seeking a job is, often times, a very burdensome process. As the saying goes, “Finding a job is a 9-5.” While the saying is meant to be a metaphorical analogy to the rigor and grind of seeking employment, it is not far from the truth. Unemployed job seekers tend to spend time from sun-up to sun-down reading job descriptions, filling out seemingly endless questionnaires and applications, revamping and updating their resumes, and taking the time to gain new certifications to make themselves more marketable. This process is even more grueling and grinding when you are an employed job seeker, simply because, now you are doing all of the above, with the addition to your daily responsibilities. Managing the many things that are going on around job seekers, often times, creates this tunnel vision for potential candidates to know what’s going on in the world around them, and they miss out on what is important in National and Global recruiting. How has the system changed since the last time they were seeking employment? What does the market yield for a candidate with 1 year of experience, 5 years, 10 years, and beyond? How does one simply get their resume in front of a potential employer?
These questions are best answered by simply making candidates aware of the Recruiting Process. In today’s market, one cannot truly manage the many aspects of seeking a new job, without having a Global Recruiter to help oversee this process. It is important for candidates to understand that Recruiters are their window to the world. Recruiters are necessary to help candidates understand what the global recruitment process looks like. Talent Specialists, usually, are able to give better insight into what the trends are in corporate environments, such as, how long are typical interview processes, how to prepare for a new era of interview questions, what are employers trending towards in their work environments, how should candidates develop their hard and soft skills, etc. Traditionally, candidates would have to, either, do the leg work to learn what the market average is and what the trends are, or these principles would simply be ignored. But why is it important for job seekers to understand these principles? Having knowledge in these arenas, will result in more success and less stress in the job seeking process. Understanding the global process, results in increased wages for the candidates, knowing how to attack new-era interview questions, and being more strategic in obtaining certifications and skills that will be relevant in a trendy market.
Are employers really still asking, “What are your strengths and weaknesses?” Believe it or not, this question is rarely asked in interviews today, however, recruiters, all to often, come across candidates that believe that this is a “trendy and relevant” question. Well, surprise! It’s not. Most employers know that you will have weaknesses and strengths, and those things will reveal themselves over time. What’s most important is can you perform the job functions? Does your level of experience align with current business needs? How are you actively developing and innovating yourself, daily? The truth of the matter is, recruiters are on the front-line of new-era interview questions and, because they are on the front-line, they are able to better give an assessment on what employers are asking. These trends don’t only apply to interviews, but every step of the recruitment process. Recruiters are able to dissect, analyze, and redefine trendy words within the industry. For example, candidates may hear interviewers mention a trendy phrase, “high-level.” What does this term mean? What are interviewers asking a candidate to do when they say, “At a high-level, tell me about…?” It is terms like this, that recruiters are able to better explain that, often times, “high-level” is not a content phrase, but rather a time phrase. In other words, it’s not about giving the employer the 30,000-foot view of your projects and accomplishments, but to give him or her the details, in the most timely manner.
These are just examples as to how the Global Recruiter can impact and maneuver a candidate through the interview process in today’s society. It is important for job seekers to seek out new ways of getting their resumes in front of employers. While a job seeker can still go online, search for a job, fill out the application, load their resume, and pray; it probably isn’t the most effective way of seeking employment. Just as technology has ushered in a new era of convenience and effectiveness, so has recruiting. Effectively utilizing your window will open up a world of possibilities in successfully seeking and obtaining employment. Every job seeker has gotten just a bit busier balancing out work, family, and their social life. Managing the job process should not only rest on the shoulders of the job seeker as well. Candidates, it is time to get out of the tunnel and seek your window. Open your eyes to the realities of global employment processes and, finally, execute…implement…and find that dream career!
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