Part 1: Navigating the Job Search During the Talent Shortage
The talent shortage means employers have to work harder to stand out and earn the attention of skilled professionals. Don't be surprised to see some changes compared to your last search, and don't be afraid to hold recruiters and hiring managers to a higher standard. Here are three specific changes that you may notice:
1. Employers are becoming more conscious of the time it takes to fill positions.
For some companies, that will translate into a hurried process. For others, it may mean that a job posting you browsed a month ago is dramatically different today. It doesn't mean a bait-and-switch is on; it probably just means the company is experimenting with a new approach to attract better talent more quickly.
2. Speaking of postings, you shouldn't have to dig too deep for relevant information.
Does the job description focus more on the day-to-day duties or the big-picture responsibilities of the position? Does it delve into specifics about the company's goals and mission, or is it vague and mysterious? Companies trying to attract talent from small talent pools often utilize unique job postings. If a description is far too detailed and implies you'll need to be a superhero, keep scrolling. And if a description is so vague that you don't even understand the role, keep scrolling again. You'll eventually find postings that resonate.
3. You might be interviewed again and again and… you get the point.
If you're being interviewed more times than you were told, but you don't feel any closer to an offer, make it a priority to pursue other opportunities. Every decision maker may not be supporting the potential hire, they may be questioning your cultural fit, they may be using the interview for their own interviewing practice, and they might even be mining for competitive information. Expect two interviews, and maybe a third in certain instances, but beyond that can be questionable—questionable enough to continue your job search.
Part 2: Put an emphasis on soft skills and accomplishments.
Part 3: Think beyond the interview.
Part 4: Make yourself visible.
Part 5: Thinking about a new start with an old company?
Part 6: Consider the non-financial incentives of making a move.
Part 7: Find a true, mutually beneficial learning culture.