Recently, I have been hearing the same complaints from both employers and job seekers about the job application process. And it’s not pretty. Although ATS systems and job boards are designed to relieve administrative burdens and create a seamless approach, the application process is creating headaches for everyone involved. Job seekers feel frustrated with the amount of time it takes to apply for a position (sometimes 30-45 minutes). Recruiters feel frustrated that they are losing quality talent due to a cumbersome process.
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Last Wednesday, I presented my first webinar with Bersin & Associates…Onboarding a Generational Melting Pot. The topic hits close to home, not only because I am currently going through my own onboarding process (less than two months in the job), but also because everyone can relate to being a new employee and everyone can relate to working in a multigenerational workforce. This might explain why this topic is so popular. When thinking about how workforce demographics impact onboarding, companies need to remember two fundamentals. First, the baby boomers are not retiring.
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As unemployment reaches a devastating 7. 2% and layoffs continue into the New Year, recruiters are facing a new problem…too many resumes. Given this situation, many companies are forced to ask… “Do too many resumes mean less quality applicants?”  The answer is no and in many situations quite the opposite.  The problem of resume overload is a double edged sword.   The good news is that the high-performers who were unavailable years ago are now actively seeking employment.
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The New Year is a time to reflect on the past and look to the future. While there are many lessons to learn from 2008, thinking about the past year doesn’t leave many of us with that warm fuzzy feeling we hope for during the holiday season. Focusing on the future provides companies with a sense of direction and allows them to be cautiously optimistic about their strategies. In this spirit, I think I’ll weigh in on my top five predictions for 2009 in the world of recruiting and sourcing. .
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