Adapting Hiring Techniques to the Evolving Job Market

finan2The economy is rebounding, unemployment is down, and college graduations are marking the introduction of a fresh group of employees into the job force. As the labor market is tightening, talent is moving quickly and salaries are going up, but we're also seeing a strong shift toward passive job candidates - those who aren't actively seeking new employment. All of these factors require hiring organizations and job seekers to modify their hiring and job search strategies. Here are a few tips for both groups: Tips for job searchers in 2016:

  • Be able to clearly articulate what special skills you bring and why a company should hire you.
  • Update your LinkedIn and other social media outlets to reflect your job interests. In a passive job search, social media plays a stronger role than ever.
  • Reach out to your contacts and those who know you best to help you open doors, make appointments, and create opportunities.
  • No matter the outcome, be sure to follow up. How you present yourself can make a lasting impression whether it's a chance encounter or planned meeting.
  • Learn everything you can about the company and the position. It's as important that the role is a fit for you as well as for the company.

Tips for companies hiring in 2016

  • Know your marketing pitch. What makes your organization different from the competition? Why is your company THE place to work?
  • Talent is moving quickly - and so should your company's hiring process. Keep qualified candidates engaged and don't let too much time elapse before getting back to them. Top talent likely has multiple options.
  • Increase searches on LinkedIn and other social media platforms to identify passive job prospects.
  • Recruit, engage and welcome from day one. First impressions are as important for the candidate as they are to you as the employer.
  • Identify and ask the right questions early in the hiring process to access whether or not the candidate fits into your organization and culture.
  • In today's market, most candidates will not accept a lateral move, so be ready with a package better than their current one. Compensation packages are growing, so be prepared to include signing bonuses, relocation opportunities etc.

Karen Finan, Partner at Gilman Partners is a Board member of the European American Chamber of Commerce in Cincinnati. She actively identifies opportunities with international companies in the talent placement arena. Gilman Partners has successfully participated in a number of searches for international companies and continues to apply a consultative approach for value added service. Need assistance with your next search? Contact Karen at 859.620.3583 or


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