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HR Matters // A Newsletter On: Creating exceptional workplaces and extraordinary results

It’s summer time and the living is easy! Not so, for those of you who are unable to take on new business or service customers the way you’d like to because of staffing issues. This month’s edition of The Talent Maximizer® contains tips to help you cope with one of the hottest job markets in U.S. history.

I also wanted to let you know that the Kindle edition of Suddenly in Charge: Managing Up, Managing Down, Succeeding All Around is available for download for only $2.99 for a limited time! Be sure to grab your copy during this special Amazon promotion.

U.S. Job Openings Hit an All Time High!

I’m shocked. And I can tell you that it takes a lot to rock me. The numbers are out, and they confirm what many of you may be feeling. The number of U.S. job openings rose to the highest level on record in April, according to the Labor Department’s latest Job Openings and Labor Turnover Survey.

The U.S. had 5.4 million job openings in April. The total was the highest since the department began conducting the so-called Jolts survey in 2000.

Just this past week, I’ve had conversations with a number of executives who were unable to grow their businesses because they couldn’t staff their job openings. Here are three things you must immediately do to get positions filled with the right people, even when this seems like an impossible task.

  1. Be clear on what you are looking for. I just interviewed a gentleman for a story that I’m writing for Monster, titled The Hiring Process: From Both Sides Now. What impressed him most about the employer he eventually selected was their clear sense of who they were and what they were seeking. He compared this to other employers, who appeared to be confused. He said when he read the job posting for the position that was to eventually become his job, the posting was clearly written with the right candidate in mind. He compared this to other postings that most likely were copied and pasted from one confused firm to another.
  2. When I interviewed his boss for this story, he shared how much time and effort went into creating the job description that eventually was used to create the job posting. The description accurately listed the job, as well as the organization, thereby allowing candidates to self-select. If the fit didn’t seem right, candidates wouldn’t apply, which saved everyone tons of time and energy.

  3. Fast-track great candidates. You can no longer afford to treat all applicants the same. Fast-track candidates you’d be disappointed to lose if they wound up going to someone else. This means having a team of experienced hiring managers ready to jump in at a moment’s notice.

    Closely analyze the approval processes required prior to an offer being extended, and eliminate the slack that has found its way into your hiring systems. Implement these changes company-wide to ensure that you are able to rapidly hire the people you need to grow your business.

  4. Close your back door. The last thing you need right now is another job opening. Make a list of your “keepers.” Are the wages you are currently paying competitive enough? Are you continuously providing staff with opportunities to develop their skills? Are the managers they are working for considered good leaders? If the answer to any of these questions is no, then you know what to do. If you don’t know what to do, then do what my clients do: call for help.

© 2015 Matuson Consulting. All Rights Reserved.

Is your hiring process getting longer when it should be getting shorter?

Recruiters and researchers are reporting that the hiring process is getting much longer rather than shorter because of testing and additional interviews. A report by Andrew Chamberlain, chief economist at career-research firm Glassdoor, said the average interview process in the U.S. took 22.9 days in 2014, up from just 12.6 days in 2010.

Firms that have managed to dramatically streamline their hiring process are swooping up coveted talent. You can do so as well by asking yourself the following questions:

  • Are more people involved in our hiring process than need to be?
  • Is a psychological assessment necessary for every candidate?
  • Is an extensive background check essential for every position in our firm?
  • Is our recruitment department adequately staffed?
  • Does our applicant tracking system screen candidates in or out?

When it comes to hiring, speed matters. Have you checked your speed lately?

Why being a best-kept secret isn’t that great for business or hiring.

My husband and I were just let in on a secret that very few know about. There is a coffee shop in our town that is now serving a four-course dinner once a month, and the food is to die for. You are probably thinking, what’s wrong with that? The problem is that only half the tables had paying customers, which leads me to believe this model is not sustainable, as you can’t run a business for very long when you are merely breaking even. You have to get the word out in a big way.

I see the same thing happen with companies that are far superior to many of the so-called “Best Places to Work” organizations. They are top employers, yet no one knows about them. When it comes to attracting candidates, reputation matters. If you are great, shout it from the rooftops, or at least list on your website the reasons your company is worth further consideration, so that you are no longer a best-kept secret.

Rules of Attraction: Your Monthly Tip on Attracting and Retaining Top Talent

Don’t wait until employees comes to you with another offer in hand before paying them what they are truly worth. Counter-offers only confuse employees and leave them wondering why you are now willing to open your checkbook when you weren’t willing to do so beforehand.

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For more tips on attracting and retaining top talent, download a copy of Talent Magnetism. Call us today at 413-218-6835 if you’d like to discuss applying these concepts to your organization.

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Meet Roberta Matuson

For more than 25 years, Roberta Matuson has helped leaders in Fortune 500 companies, including General Motors, Best Buy, and, The Boston Beer Company, achieve dramatic growth and market leadership through the maximization of talent.

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“Your work with my senior group exceeded my expectations. I've never seen anything like it. We are now going gangbusters, and the team is really working together. Fantastic job."

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President and CEO
Noble Hospital

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President & CEO
Mass Leadership Technology Council

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Email: Roberta@MatusonConsulting.com
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© 2015 Matuson Consulting. All Rights Reserved.