| Though everyone's talking about how great it is | | | | for the job. The greater the pool of applicants, |
| that fewer jobs are being lost as compared to | | | | the greater your chances of finding the right |
| this time last year, the truth is that the | | | | person in less time than it would have taken |
| unemployment rate remains at a record-high level. | | | | otherwise. This means that it takes record time |
| More people than ever before are in the market | | | | to select the pool of candidates and run |
| for a job and are trying to send their resumes to | | | | employment background screening and criminal |
| any type of job they feel they can perform. This | | | | background searches. |
| is both good and bad for employers; they have a | | | | BusinessWeek ran a story this week on small |
| larger pool to choose from, but the downside is | | | | businesses and how the economy is affected |
| that many of the folks who are applying for jobs | | | | their hiring processes. It was interesting to |
| are simply overqualified. | | | | discover that for small businesses, the |
| Being overqualified presents its own challenges to | | | | opportunities for growth are greater than for |
| the employer and the candidate. First, the | | | | larger corporations. It makes perfect sense; small |
| employee is likely to not stay in that position for | | | | businesses run much leaner than corporations in |
| long enough to bring a real value to the company | | | | times of economic hardship, so every person |
| (imagine what their employment background | | | | they hire increases their chances of raising |
| screening results look like). They are more likely | | | | profitability even more. |
| to seek employment elsewhere once "greener | | | | Another benefit that the BusinessWeek story |
| pastures" come along. Employees who are | | | | covered was the possibility of a small business |
| overqualified are likely to keep their "feelers out" | | | | being able to reshape their staff's talent. When |
| for better opportunities, both through staffing | | | | the economy causes the job market to be |
| agencies and through their personal contacts. | | | | flooded, take advantage of the surplus and use it |
| Some of the challenges that present themselves | | | | to replace workers who are doing a |
| for employers who hire overqualified workers | | | | less-than-outstanding job. If the best possible |
| include wasting time and money on recruitment | | | | decisions were not initially made, or if it wasn't |
| and training. This is because the position will need | | | | possible to find the "perfect" person at the time |
| to be filled and re-filled as workers leave for | | | | you hired, now is the time to shine. Hire someone |
| positions that more closely fit their skill-levels. | | | | who is experienced, passionate, and who just so |
| Another cost incurred by employers is the | | | | happens to be unemployed and ready to fill your |
| continual need for employment background | | | | needs. |
| screening and criminal background searches as | | | | Take the time to assess your hiring needs for the |
| each new hire is considered. | | | | coming year. If you find open positions that need |
| However, it's not all bad news. The good news is | | | | to be filled or need to find more qualified |
| that employers have many more candidates to | | | | individuals, then 2010 is the perfect time to start |
| choose from. Aside from the overqualified | | | | hiring right. |
| applicants, many unemployed are perfectly suited | | | | |