Hiring Managers Struggle to Find Candidates Who “Fit”
December 22 2014 - 2:28PM
Business Wire
Fourth annual survey reveals skills, attributes
employers are looking for in job seekers
Only 7 percent of hiring managers report that “nearly all” or
“most” job seekers have the right combination of skills and traits
to fill open positions. The fourth annual Job Preparedness
Indicator study explores this issue and highlights gaps where job
applicants lack the skills and traits hiring managers view as most
important for entry-, mid- and senior-level employees. The Career
Advisory Board, established by DeVry University, conducted the
survey in October of 524 hiring managers who are responsible for
screening post-college-level applicants and making hiring
decisions.
2014 Job Preparedness Indicator Key
Findings
Millennials must strengthen, showcase writing skills
- Basic written communication ability is
one of the most desirable skills for entry- and mid-level
employees, but surprisingly is one of the least common skill sets
displayed by these job candidates.
- Though digital communication is often
informal, hiring managers look for proper grammar, spelling and
clarity in applicants’ materials.
Employers need quick learners and problem solvers
- Hiring managers want to hire employees
who meet as many of their criteria as possible, but only 7 percent
of hiring managers reported that “nearly all” or “most” job seekers
have the right combination of skills and traits.
- Problem-solving skills are a
differentiator; job seekers who showcase how they’ll use their
knowledge and experience to make an immediate contribution to the
organization’s bottom line have an advantage.
“Employers want to see more than a good pedigree; they want
candidates who can think critically on the fly,” said Madeleine
Slutsky, chair of the Career Advisory Board and vice president of
career and student services at DeVry University. “Job seekers
should tailor their résumés to specific job opportunities and
explain how they will hit the ground running to become an integral
part of the team quickly.”
Hiring managers value micro-credentials
- One quarter of hiring managers are
“very” or “extremely likely” to consider micro-credentials -
specialized certificates awarded by reputable educational or
business institutions - as proof of skill mastery.
- Employers view a candidate’s ability to
showcase results in a similar position as the most important factor
in awarding a position. Similarly, certificates in niche job
functions can demonstrate mastery of knowledge in the given
field.
Hiring managers favor locals
- Despite globalization and innovative
technology that uses big data to help hiring managers identify
ideal candidates wherever they may be located, those surveyed stick
with what they know. 75 percent of hiring managers are not willing
to relocate candidates from other geographies
- One quarter of hiring managers are even
more likely to hire from within their organization than they were
last year; when the right talent isn’t available to fill open
positions, some cite “growing their own” as a solution.
Attitude is most important to hiring managers interviewing
recent college graduates
- Integrity, a strong work ethic,
accountability, self-motivation and strong basic interpersonal
ability are the most critical attributes for entry-level
candidates.
- Hard skills in technology,
decision-making, presentation and risk-taking are not as essential
for an entry-level position.
“Many of the skills employers want in the future can be
learned,” said Alexandra Levit, business and workplace consultant
and Career Advisory Board member. “At the entry level, attitude
outweighs tangible skills. Hiring managers see attributes like a
strong work ethic and self-motivation as differentiators between
those who will succeed and those who won’t.”
To read the research report and expert commentary on solutions
for closing the gaps between job seekers and hiring managers,
please visit www.careeradvisoryboard.org
About the Career Advisory Board
Established in 2010 by DeVry University, the Career Advisory
Board is comprised of leading representatives from business and
academia, and recognized career experts who deliver valuable
insights on today’s most important career trends and provide
actionable advice for job seekers. The Career Advisory Board
generates original research and commentary, and creates tools,
insights and resources to prepare job seekers for success. Its
members include executives from DeVry University, Google, HP, IBM
and LinkedIn, as well as nationally recognized career experts. For
more information, visit www.careeradvisoryboard.org.
Survey Methodology
The 2014 Job Preparedness Indicator survey is designed to
identify gaps between the skills candidates have and the skills
employers seek to fill available positions, as well as to assess
how hiring managers are selecting successful candidates.
The research was conducted online within the United States by
DeVry University on behalf of the Career Advisory Board in October
2014. Survey respondents included 524 U.S. individuals who are
responsible for screening post-college-level applicants and making
hiring decisions in organizations with more than 10 employees.
These hiring managers have been in their positions an average of
6-10 years.
DeVry UniversityDonna Shaults,
630-353-9013dshaults@devry.eduorMSLGROUPCollin Hurrell,
312-861-5224collin.hurrell@mslgroup.com
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