Hiring Managers: Calibrating your approach to hiring for the times
Welcome to February. While lately every day might feel like Groundhog Day, this is the month we actually find out whether spring will be here soon. It’s also the month of Valentine’s Day — or Galentine’s Day, if you prefer to celebrate that alt-holiday. And it’s the month of the Snow Moon.
In this month’s newsletter, insight into how to hire applications for remote and non-remote jobs, as well as an update on the Great Resignation. And don’t miss my top three must-reads of the month, at the end.
Remote Jobs Get More Applicants — But That’s Not the Whole Story
According to ZipRecruiter, jobs listed as “remote” get 300% more applicants than those that aren’t. Some say “the idea of a full return is dead.” And according to Ladders, the number of permanent remote positions doubled in 2021.
I certainly hear this sentiment from certain clients in my role as a Executive Recruiter. But while it might be true as a general statement across all industries and types of desk-based roles, it’s not true for every job, every company, and every job seeker.
For every statistic you find singing praises to the remote work life, there’s another one proving that people still want to go into the office and connect with other people. Which is why, instead of paying strict attention to the trends and numbers, your policies should reflect your specific company needs and culture.
What do YOUR employees want? And what can your business take? It’s a formula only you can figure out.
Update on the Great Resignation
If you’re a leader, you’re probably as tired of hearing about this subject as can possibly be, but it’s true: The Great Resignation continues. In November, we reached another apex: 4.5M people quit their jobs that month.
On the other hand, according to a Tweet by Heidi Shierholz, president of the Economic Policy Institute: “4.5 million people quit, but *6.7 million* people were hired. People who quit are taking other jobs, not leaving the workforce. On net, the labor market is gaining a ton of jobs every month.”
In my work with leaders, hiring managers, and job seekers at Johnson Recruiting Group, I can certainly vouch for a high level of activity in the job market, at least anecdotally. There may be a lot of quitting going on — but there’s also a lot of hiring happening.
How to Interview Candidates for Remote Positions
If remote work is a new part of your HR paradigm, you may find yourself suddenly in the position of conducting virtual interviews for remote positions. And if you haven’t yet fully pivoted from the “old way” of doing things, it’s likely those interviews are simply virtual versions of your in-person interviews.
But when hiring for remote positions, it’s important to ask the right questions. For instance:
Have you worked remotely before?
How do you stay connected, focused, and on task when working remotely?
How do you contribute to company culture and get to know your colleagues?
What’s your preferred way to communicate?
There are probably others that are specific to your company’s particular remote culture. It’s also important to vet the right candidates to begin with, which is an excellent argument for hiring a recruiter like those of us at Johnson Recruiting Group.
This Month’s Must-Reads
That’s it for this month’s newsletter. Stay warm, stay healthy, and stay inspired!
Johnson Recruiting Group