By Meredith Camp
Last Friday, the Labor Department reported
an increase in unemployment, which is now up to 8.2 percent in the U.S., a spike that hasn’t been seen since last June. But while many will point to political reasons or the President for the lack of resolution to this ongoing problem, the real culprit is hardly that far up the chain of command. According to the recent publication, Why Good People Can’t Get Jobs
by Peter Cappelli, the root of the problem lies in the hands of the employers. Employers often complain that there are few too qualified candidates, either with a lack of experience or proper education, but the truth is that there are several hiring roadblocks within their own organizations that are preventing them from attaining the right people for those unfilled positions.
Cappelli goes on to explain the key factors hindering the process: organizational unwillingness to pay fair market wages, human resource software weeding out too many good candidates, employer reluctance to offer on-the-job training, and organizational inability to see the financial losses accrued when positions remain unfilled. And while these points a valid and valuable to note, I would venture to take the position one step further.
I propose that there is a direct connection between wage discrepancy and the lack of highly qualified candidate hiring. When employers have high expectations for finding the “perfect” candidate for a job but aren’t willing to pay for that ideal employee, they end up not being able to fill the position because they won’t budge on salary and benefits and the more desirable candidates know their worth and won’t take a job that doesn’t meet their salary requirements. So they are at an impasse. Organizations need to broaden their scope a bit and either lower their requirements for the positions that remain unfilled and be open to training new hires that may lack the level of experience preferred, or they will need to raise the financial bar in order to become more competitive and subsequently attract and recruit those individuals who possess the qualifications they demand. After all, you get what you pay for, right?
It seems so simple, so why are there still so many vacant positions out there?
Do you see these issues in your organization? How are successful agencies and companies overcoming these obstacles?