Times they are a changing.

Historically the unemployment rate was generally between 4% and 5%. That rate was considered to represent full employment while there have always been persons between jobs who are seeking employment. Today the rate of unemployment is between 10% and 17% depending who is giving the numbers. Just by sheer numbers of the unemployed, we know there are those with specific skills seeking employment. Employers who are seeking to hire, find a pool of skills from which to select.

This has led to a change in the hiring and recruiting process by employers. During the times when applicants were few, the selection process reflected that, now that applicants are plentiful, it is reflected in the selection process and the mode employers use to select employees. Generally speaking, employers currently are much slower to make a hiring decision than was the prior case. Two main factors drive this situation; first, the employer can be much more selective and; second, by waiting to make their selection, they are saving payroll expenses.

Anyone who has been seeking employment during the past two years is aware there are fewer help wanted ads being placed in the print media. In fact, it has been a trend for quite a while not to place ads in newspapers. It is not uncommon for the Human Resource department to receive hundreds of resumes as a result of a single help wanted ad. Looking through such a large number of applicants is time consuming and inefficient.

During the current period of economic slow down, to the outside world, it looks as if there are few or no jobs available. However, just below the surface many organizations have a need to add staff or in selected situations, perhaps replace a member who is not performing to the needed level. These unseen positions most often are filled by word of mouth. It’s a case of who do you know? Maintaining a “Network” of friends and business associates is a way to find out about a position. Whether through networking or direct contact with an employer, the hiring process remains relatively the same.

It is generally believed that using an electronic screening media serves the employer much better. Often resumes received are electrically scanned searching for the “key” words of prior experience and skills. If the word or words are not found, the resume is not considered. The same process is followed if a person is manually screening the resume. The person performing the screening will spend about thirty seconds searching for key words. It is very rare when the person submitting a rejected resume is contacted and advised of the result, that is a major change from prior times when a courtesy notice of the rejection was common, but it is not the practice today.

A major difference is seen between the manner in which a small business organization and a larger one conducts the interview. Often the individual making the hiring decision for a small company will conduct the entire interview and hiring process. That is not the manner in which a larger company usually conducts the process. The first contact will most likely be a telephone interview centered on key elements relevant to the position. If the applicant passes that screening, a face to face interview will be scheduled, often followed by a group interview.

During each of these situations, it is of the most importance that the applicant is prepared to respond to each question. This should have led to interview role playing and anticipating the questions and having a ready response.

A process that has been used by some companies and is rapidly growing is to place a newly hired employee into a temporary role usually through an agency. After a specified period, the individual may be offered a permanent position. There are many reasons for this program; the Company will not be liable for unemployment compensation benefits if a claim is filed, nor is the company as likely to face a discrimination law suit in the event the employee is not retained.