Finding Qualified Individuals Within a High Volume of Applications



During an economic downturn, the unemployment rate is often an indicator of the struggles individuals are facing to land full-time jobs. However, the large number of people applying for positions should make it easy for business owners to fill in their staff, right? Not necessarily.

Often, there are swells of applicants for a mere one or two positions when many people are out of work. This can make it tough for small business owners to find individuals who are truly qualified for open positions. The Huffington Post reported that in the beginning of 2012, approximately 52 percent of employers in the U.S. were having difficulty finding suitable job applicants, according to a survey conducted by the ManpowerGroup.

The U.S. isn't the only country that has struggled with this problem. The same survey found that out of a sample of 40,000 international employers, one-in-three has found difficulty hiring. One of the main causes that employers cite year after year is a lack of experience.

As a small business owner, it can be difficult to find an individual who knows the ins and outs of jewelry and jewelry design. Furthermore, it can be even harder to find someone who has worked in this industry for a notable amount of time before. For this reason, small business owners have to be proactive about their hiring strategy and make adjustments to it along the way to attract the right applicants.

The North Bay Business Journal reports that there are a few ways that you can tweak your hiring strategy in order to create a staff that can support you and your business. First, it's important to be prepared to take on a large amount of applicants, especially during an economic downturn. That being said, you should make your job descriptions as detailed as possible. This will let applicants know if it's worth their time to submit a resume.

Because you'll likely receive applications from individuals who don't necessarily have experience in your industry, you'll have to decide if you're willing to train new employees. A willingness to learn can sometimes make up for a lack of experience, especially if you have a viable training strategy in place for your small business.

During tough economic times when everyone is looking for a job, it might be a good idea to bring in a human resources professional to help you create an in-house training program. One option is to develop an internship program for individuals who are in college. This can also help you find qualified individuals to fill open positions later down the line.

If you're looking to build your company brand and attract individuals who have a genuine interest in jewelry and jewelry-making, you might want to turn to social networking to help you out. While it's a good idea to post your job ad on websites, such as Craigslist and Monster, social networking sites are also a great place to reach out to numerous people. Facebook, Twitter and LinkedIn are all places where job hunters go to find opportunities that might otherwise fly under the radar.

Once you're ready to bring in individuals for the interview process, there are a few things you can keep in mind to make it easier to find that ideal employee.The District of Columbia Small Business Development Center states that you should categorize your needs and wants prior to meeting with potential employees.

For example, create a list of qualities in skills that applicants should have. Then, follow this up with a list of traits and experience that you would like to have your applicants to possess but might not actually have on their resume.

When conducting interviews with candidates, make the job description completely clear to them in order to find the perfect fit for the job. This can help you quickly weed out applicants who might not be suited for the position or want to take on the responsibility. Remember to stop and listen to what candidates have to say as well, especially after you ask important questions, rather than just running off of a list of standard interview statements.

Eventually, it will come time for you to make a decision to fill that important position for the sake of your business. If you're having difficulty narrowing down your choices, go with your gut. Your first impression of individuals is a good indicator of who might be best suited for the job.

Remember to be objective when you're attempting to make a final decision as well. At the end of the day, it comes down to accomplishments and the experience listed on the resume. Although it can be difficult to pick and choose, taking the time to decide carefully can benefit your small business in the long run.


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