Max Power
Footballguy
Frustration is quickly growing within my organization over the recruitment and hiring of new workers. We face a lot of the same fiscal issues that a lot of companies do but also have some unique challenges that compound the problem. Bottomline is that over the past 6 months to a year our resignations are outpacing hiring and its a quarter or two away from becoming a massive problem.
Our contracting company is telling us its slim pickings in the job market right now, they are not receiving a lot of resumes. We review resumes that meet the statement of work and have a brief 15-minute VTC with the candidate to confirm the pre-requisites for the position. I sit in on most of the VTCs and we haven't had a quality candidate in a while. More often than not its someone who meets the minimal standard to work here and we're basically taking what we can get at the moment.
We have a 30 day training pipeline for each new hire that has historically had a 95% success rate. New hires that don't pass are released. We've been taking bigger swings on candidates lately which has resulted in the pass rate dropping to 50% over the last 3 months. If I'm being honest the 50% making it through are only looking better by default. I've been getting a lot of feedback from the organization that the new people I'm sending to them aren't very good. The most common critique is that the younger hires are coming across as too nonchalant in their duties.
I'm wondering if others who are in their company's hiring chain are seeing some of the same. My brother has a medical practice in South Carolina and he hires a company to headhunt for him. The told him around Christmas time they've only been able to identify 15 candidates in the area to fill his vacancies, but they also have 130 similar vacancies to fill.
The talent pool isn't what is used to be. We're in the process of trying to prioritize skills over degrees/accomplishments as that could be the easiest adjustment for us. However, it is very difficult to measure skills in a resume/interview. There are some ideas to tap into AI for hiring/recruitment/retention, but I'm at a loss at how that would be implemented at the moment.
Open to hearing any strategies that are working for others.
Our contracting company is telling us its slim pickings in the job market right now, they are not receiving a lot of resumes. We review resumes that meet the statement of work and have a brief 15-minute VTC with the candidate to confirm the pre-requisites for the position. I sit in on most of the VTCs and we haven't had a quality candidate in a while. More often than not its someone who meets the minimal standard to work here and we're basically taking what we can get at the moment.
We have a 30 day training pipeline for each new hire that has historically had a 95% success rate. New hires that don't pass are released. We've been taking bigger swings on candidates lately which has resulted in the pass rate dropping to 50% over the last 3 months. If I'm being honest the 50% making it through are only looking better by default. I've been getting a lot of feedback from the organization that the new people I'm sending to them aren't very good. The most common critique is that the younger hires are coming across as too nonchalant in their duties.
I'm wondering if others who are in their company's hiring chain are seeing some of the same. My brother has a medical practice in South Carolina and he hires a company to headhunt for him. The told him around Christmas time they've only been able to identify 15 candidates in the area to fill his vacancies, but they also have 130 similar vacancies to fill.
The talent pool isn't what is used to be. We're in the process of trying to prioritize skills over degrees/accomplishments as that could be the easiest adjustment for us. However, it is very difficult to measure skills in a resume/interview. There are some ideas to tap into AI for hiring/recruitment/retention, but I'm at a loss at how that would be implemented at the moment.
Open to hearing any strategies that are working for others.