Resume Abundance! JazzHR, Lay-offs, Rage Applying, and Lack of Recruiting Support. Reality Check.
In today’s job market, finding a job is harder than finding a pegged-legged leprechaun wearing a Santa Claus costume in May.
It’s Tough out There!
As I was heading to the other side of town yesterday, I decided to take an Uber. The was fine, but I could tell the driver’s mind was focused on something else, which is fine; I am good either way. While we were stopped at a light, he made a quick call, and the last thing he asked was the agent the company was hiring. I thought, man, this is a great opportunity to tell him about McKinley Dupree Talent (MDT)!
He hangs up the phone, then he accepts a call from what seems to be a friend. He explained that his top concern was employment. For me, that confirmed it. Right? About the last 10 minutes of the ride, I asked him if he was looking for employment and what my firm does. I gave him the website, and told him if he’s interested, we can help. I also showed him the button to use to access the correct form. Disappointingly enough he didn’t fill the form out. I get it! A stranger in your car asking to fill out a form that asks for your number. This is for the job seekers. Sometimes, you have to take a leap of faith. That might be the very reason why you’re still unemployed.
Be Wise before you Cut
Based on the recent reporting from the Texas Workforce Commission (TWC), the unemployment (UE) rate from April 2024 to May 2024 ticked up one base point, bringing UE to 4.0. While that might not seem like a lot, it is a lot from the perspective of qualified unemployed Texans. Additionally, the rate of employers being able to review, screen, interview, and hire has been dramatically affected. I am not sure if there was a business conference that took place recently that I am not aware of that encouraged all Houston employers to slow down the hiring process and lay off their recruiters and HR staff, but the Texas Unemployment Slowdown (what I call it) is affected a lot of people. This next note is for the employers. This might not be the best time for this, especially if you have 300 jo requisitions opened and still expect for them to be filled timely by a skeleton recruiting staff. Be wise in selecting which department(s) to reduce headcount, especially in HR and Recruiting. To the typical CEO, this would probably seem to be the most fruitful idea. In reality, you are possibly cutting the staff that have built relationships with your teams. Before you get to lay-off, employers should consider organizational development & design, review job descriptions, and finally look for opportunities for Job Sharing, Job Rotation,
I also have to add the new concept of Rage Applying to the mix. Rage Applying can be defined as the act of current job holders applying for multiple jobs to spite their manager after a disagreement in the office. This next note is for job holders. This is not the time for this. The market is the slowest it has ever been. And by luck if you do find a new job, it more than likely will be paid far less than what you are currently making it. My advice to you is to take some time off, rethink your situation at work, and work on building a better relationship with your manager or supervisor, as most employers in Houston are receiving many resumes.
Talent Management & Development
With such a rough job-seeker market, this is a great time to passively look for personnel upgrades. I did this during my downtime in manufacturing. If you have a legitimate ATS, even better! If you're in the market for a solid Applicant Tracking System (ATS), my friends, look no further; try JazzHR! JazzHR’s powerful ATS allows for team collaboration, set hiring processes that you can customize to your business flow, career page integration on your company site, and integration with the top job boards to optimize your recruiting results to support expedient hiring. Be sure to book your demo with MDT, an authorized seller and partner.
The key is managing the post and not allowing the job board fee to rack up a thousand-dollar invoice. Once you have a solid number of candidates, pause the job and review your candidates. Before you call candidates, speak with the hiring manager and HR to see if the opportunity to upgrade is still available.
Consider this: electing to upgrade, the employer is saying that they have someone in this position who lacks the knowledge, skills, and abilities for the job and or is fulfilling the essential functions of the job as needed by the organization. If the hiring manager and HR give the green light, you should start passively screening candidates while HR and the hiring manager ensure that the appropriate documentation is on file. In most successful cases, the employee should be detrimental to the success of the organization due to a lack of knowledge and or skillset.
Before eliminating staff positions, hire a qualified HR Consulting to firm to audit and review your current recruitment processes, fill those hard to find jobs, and review your organization’s headcount and job descriptions by conducting a comprehensive Job Analysis across your organisation. in order for you to be able to make the best business decision. McKinley Dupree Talent Co (MDT) offers premier consultative services that will fit the need and your HR budget. Let us help us help you do the work and grow your business.
