Job-Seeker Concerns & Solutions
Job hunting can be a stressful and challenging process for many people!
And, while employers have their own set of challenges in finding the right candidates, job-seekers often face these common frustrations when approaching employers that can be easily addressed.
8 Concerns & Their Solutions
Here’s a list of 8 different things that job-seekers wish employers knew when they are looking for employment, (along with some practical solutions)!
1. Lack of Flexibility:
Issue: Many job-seekers find that employers are inflexible with work hours, remote work options, and other accommodations such as the ability to have a hybrid work schedule if they are new or returning parents. (Consider the childcare crisis in Canada; many parents are struggling to make ends meet as one parent needs to remain unemployed to care for their children).
Solution: Employers should consider offering flexible work arrangements, such as remote or hybrid work options, flexible hours, or compressed workweeks. This can make the role more attractive to a wider range of candidates and can lead to higher job satisfaction, staff retention, and an overall happier team.
Resource: FlexJobs – A guide on offering flexible work options.
2. Being “Ghosted”:
Issue: Job-seekers often experience being “ghosted” by employers, meaning they don’t hear back after applying or interviewing.
Solution: Employers should strive to communicate clearly and promptly with candidates throughout the hiring process. Even if a candidate is not selected, a simple, 1-minute email update can go a long way in maintaining a positive reputation!
Resource: Indeed – Tips on how to follow up with candidates.
3. Lack of Clarity Around Role and Company Culture:
Issue: Many job-seekers find that job descriptions are vague or do not accurately reflect the details and responsibilities of the role or any information on company culture.
Solution: Employers should provide clear, detailed job descriptions that outline the role’s responsibilities, required skills, and company culture. Including insights into the team and work environment can help candidates determine if they are a good fit for your business.
Resource: Workopolis – An article on how to write a clear job description.
4. Unnecessary Requirements:
Issue: Some job postings list an excessive number of requirements, which can feel intimidating and discourage qualified candidates from applying.
Solution: Employers should focus on the essential qualifications and skills needed for the job. It’s important to differentiate between “must-have” and “nice-to-have” requirements to avoid deterring potential applicants!
Resource: LinkedIn– This article is all about reducing barriers in job postings.
5. Lengthy Hiring Process:
Issue: A prolonged hiring process can be frustrating and may cause candidates to lose interest or accept other offers.
Solution: Streamlining the hiring process by reducing the number of interview rounds and speeding up decision-making can help keep candidates engaged and interested in the role.
Resource: Glassdoor – Tips to effectively speed up the hiring process.
6. Poor Interview Experience:
Issue: Candidates often feel that interviews are poorly conducted, with unprepared and unstructured interviewers or irrelevant questions.
Solution: Employers should train their interviewers to conduct professional and structured interviews that are relevant to the role itself. Preparing the appropriate questions and being respectful of the candidate’s time can improve the overall interview experience.
7. Inadequate Compensation Information:
Issue: Job postings that do not include an overview of a benefits package and salary ranges can frustrate job-seekers who need to know if the position meets their financial needs.
Solution: Including a salary range in job postings can help set clear expectations and attract candidates who are a good fit for the budget. Although including overtime/bonus pay and benefits is not required on job ads, as of November 2023, the Government of BC requires that all employers to include salary/wage ranges in their ads.
Resource: Government of British Columbia – Guidance on wage or salary information on job postings.
8. Lack of Feedback:
Issue: Many job-seekers never receive feedback after an interview, leaving them unsure of what went wrong or how to improve. This can also lead to an employer “ghosting” a candidate, which is something that you’re going to want to avoid.
Solution: Providing constructive feedback to candidates can help them grow and improve for future opportunities; take a few minutes to send an email to a candidate thanking them for their effort and time, and provide them a few lines of feedback about how they did in the interview, and what they could improve for future interviews.
Resource: The Balance Careers – How to give feedback after an interview.
In short, employers play the major role in shaping the job-seeking experience. By addressing common frustrations and implementing practical solutions, you can create a more positive and efficient process!
Remember to consider the candidate’s perspective when writing job ads or conducting interviews. Small changes can make a big difference in attracting the perfect applicant for your business!
Want a Few More Ideas?
Check out these additional resources!
(Plus, there’s list of related KES Articles for you to check out, too)!
The Canadian Government site offers a comprehensive guide to fair assessments and structured interview processes for hiring managers. It includes tools to mitigate biases and barriers in assessments, ensuring a fair and inclusive hiring process. Additionally, it provides guidelines for accommodating candidates with disabilities and other diverse needs.
Hire Immigrants is a Ryerson University-based organization that provides businesses with expertise and analysis on immigrant employment. They offer strategies and best practices to confront and reduce bias in the hiring process, ensuring that organizations can access a diverse talent pool. Their research highlights the importance of diversity and the benefits of inclusive hiring practices.
The Canadian Government site provides detailed information on public service hiring processes, including how to design and conduct structured interviews, perform fair assessments, and implement best practices for employee selection. It emphasizes enhancing fairness and reducing bias in hiring, which is essential for creating an inclusive and equitable workplace.
Kootenay Employment Services has a collection of three articles for you to help you hire and retain your new employees.
