The Great Resignation and the pandemic have disrupted the traditional approach to attracting and hiring candidates resulting in millions of unfilled jobs. Employers need to do a reset on how to engage and hire candidates.

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Hiring Outside the Box
Can’t find qualified applicants? Think again. Employers are struggling to fill millions of jobs;
the aftermath of a pandemic induced disruptive market and a Tsunami; The Great Resignation.
What can employers do immediately to attract, engage and hire more candidates?
Employers need to do a reset on their job qualifications. Principally, education and experience
are two starters. Does the job really need a degree and does the candidate absolutely need to
have experience in your industry?
Drop the Degree
Maryland 's Gov. Larry Hogan announced in March 2022, that the state removed degree
requirements for thousands of state jobs. Maryland is highly regarded for its excellent
universities, but there is *another skilled workforce* in Maryland that’s too often overlooked he
said. There are more than 1 million Marylanders who do not have bachelor’s degrees, or a work
history inside government, but they do have skills for jobs that are in demand by both the public
and private sectors.
Industry Agnostic
Shadow candidates have transferrable skills that could readily satisfy relaxed education and
experience requirements for millions of open jobs. Remember unfilled positions carry an onerous
overhead: lower employee morale, higher employee and customer attrition, and increased
overtime payroll.
Drop the Mind-Numbing Job Descriptions from Job Posts

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You need more candidates? The best place to start is to critique your job posts. Have you
considered that your job post may be repelling candidates and not attracting them? Refocus your
job postings on the description of the ideal candidate and not the job. Remove those mundane
job descriptions with their never-ending ad-nauseam lists of duties and responsibilities. If
you want more applicants your posting has to stand out and a posting that provides a
profile of the ideal candidate is far more engaging than a job description. There will be
plenty of time to hash out the duties and responsibilities down the road.
Describe the person who will be highly successful in the job.
Describe a successful person's traits, characteristics and likes and dislikes as if you were talking
to a good friend who was considering working at your organization. Keep the "must haves" to an
absolute minimum.
By focusing on the traits, of the ideal candidate and why this job would be a great fit for them
your posting comes across as playing match maker. Don't try to sell the job. Candidly
describe the profile of the ideal candidate, what is their preferred modus operandi, their likes and
dislikes, and their motivations. Describe the good, the bad and the ugly aspects of the job, this
approach will attract more applicants than a dry list of duties and responsibilities.
Remember, the ability to do a job is a very low hiring bar. If you want to hire someone who will
exceed expectations, enjoy the work and stick around, the job has to be a great fit for them.
Since the pandemic outbreak, our job fit approach has helped over 100,000 employers make
better hiring decisions. In fact, some of the more enthusiastic converts to the job fit strategy have
coined the phrase – “Hire for fit and train for skill. You can’t train for attitude”.
Employers and candidates have greater confidence in a Job Fit hiring decision because the
candidate’s job fit score is measured against a custom performance model, and is factored into
the decision for no more than a third of the decision.

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The PXT Select Comprehensive Selection Report provides personalized interview questions
and tips for what to listen for in the interview.
Industry Agnostic – Cast a Bigger Net
Stepping out of your industry cocoon and to become industry agnostic is a giant step for some
organizations. So; you may want to consider that your company's culture although it is unique;
its objectives aren't. Every industry sector including the military, government, non-profits,
education, and healthcare, share many of the same bottom -line challenges as your organization.
So, is it so far afield to think that people coming from another industry just might have
transferrable skill sets and aptitudes that can be coached and trained to apply their skills to fit
your needs? The PXT Select helps bridge the gap between the resume and interview and is
particularly helpful assessing candidates lacking work experience or lacking experience in your
industry.
Employers who elect to be industry agnostic will have a larger pool of applicants and talent to
choose from and by all accounts that pool is growing. Changing jobs is becoming the new norm
for plenty of American workers across the nation in search of a better fit.
A recent poll found that approximately half (52%) of American employees are considering
making a career change this year. 44% are already planning to make the switch in 2022.
What job would you have if money weren’t a concern?
For some people, that’s not a hypothetical question, but rather a jumping off point to switching
careers. At least, that seems to be the case according to Indeed’s latest survey, which found
58% of workers are willing to take a pay cut in order to completely change industries.
The take way - if you're not getting applicants you need to broaden your net.
In fact, the No. 1 reason why people made a significant career change was because they
were unhappy in their previous job sector. Higher pay and greater flexibility tied for the
second-biggest reasons why workers jumped into a new field.
PXT Select provides objective scientific data to measure the total person for Job Fit—the degree
of congruence between a person’s characteristics and those required by the job—to predict an
individual’s ability to succeed in a role. Organizations can utilize this information to match
people to the right roles, the right teams, and the right managers at every point of the employee
lifecycle. Understanding how people think and work helps managers make smart talent decisions
and create high performing work cultures.
We would like to do the same for your organization.
Here's how the PXT Select works!

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