Most would agree that common job interview questions are rather passé at this point. What relevant things do you actually learn from a candidate after: “So tell me about yourself?” Or: “How did you hear about the company? ” Aspiring employees want to differentiate themselves from a pack of ravenous post-grads, so if a recruiter isn’t calculated about how they frame their questions, applicants will just tell them what they think they want to hear. The broader the questions the greater the pressure to fill the spaces with falsifications.
Embellishments will never be wholly severed from the hiring process. This is especially true today. Competition in 2019 is both fierce and ambiguous. In the very near future vocations will start appearing faster than laborers can acquire the skills to fill them. The result, among other worrisome things, encourages young workers to do whatever is necessary to lock down a position with stability. According to a massive 2019 State of the Recruiter survey from Monster.com, 85% of the 1,700 recruiters surveyed within revealed that they frequently interview candidates that embellished the skills and proficiencies indexed on their resumes and only 30% of this same demographic would describe the majority of applicants they review as fairly honest.
“For recruiters to be effective, the industry must continue to adapt to the needs of both candidates and employers. The reality is that the skills and generational gaps will continue to widen in the years to come. But by focusing on addressing those challenges today, companies will be able to not only identify top talent but also retain and grow their existing employee base,” Scott Gutz, who is Monster’s CEO, explained in a press statement.
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Despite how prevalent applicant deception appears to be, 95% of recruiters are confident in their ability to parse through qualified candidates A big component of securing active candidates efficiently seems to be adjusting expectations. Seventy percent of the participants said that when they get a hold of a promising resume, they cushion their enthusiasm by assuming the candidate behind the impressive resume most likely has most of the necessary skills required to be compatible with the position at hand. Moreover, if two candidates submit resumes with an equal number of credentials, many recruiters will start to tick off the ones that matter least-for Millennial shot callers, degrees are often valued less than things like flexibility. Forty-five percent of all of the employers queried said that a flexible schedule is an important consideration when they’re thumbing through applications.
This is just one of many ways employers are sharping their searching tools. I know it’s hard to imagine, but the firms are just as anxious as we are to find a qualified fit for their operation. Because of this, their Rolodex of bait options are morphing around Millennial and Gen Z interests. Ninety-four percent of 18 to 24-year-old candidates said that they would be much more comfortable with a video of a recruiter explaining a role as opposed to a face to face scenario. And so 92% of Millennial recruiters said that they are more than willing to conduct video interviews with candidates in kind, and 90% of employers in this same generation would even be okay receiving video applications in addition to or in replacement of traditional resumes. Younger employers had a less pinched appraisal of what constitutes appropriate recruitment tactics overall. Seventy percent of Millennial recruiters said that they always use social media to help parse through applicants and 41% of these use it as an advertising tool to find would-be employers out the gate.
Time appeared to a roadblock for both parties. Thirty-five percent of recruiters believe that candidates have lost interest in a position after not hearing back soon enough. The problem is most candidates subscribe to the idea that if they haven’t heard anything in two weeks they didn’t get the gig, but the vast majority of recruiters say they often take up to a month to lock in an applicant.
“Today’s tight labor market is making it increasingly challenging for organizations to find and hire outside talent that has all of the necessary skills and is the right fit,” Gutz added. “Upskilling is critical to not only retain top talent but also to attract qualified candidates from competitors. Companies need to evolve in how they view the role upskilling plays within their own organization. Further, it’s crucial that recruiters think about the impact the skills gap has across generations. Millennials, in particular, have been most affected by job and workforce evolution over the last decade, to the point that they can no longer rely on their previous education to prepare themselves for future success.”