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Job Seekers are Calling the Shots Now


Job Seekers are Calling the Shots Now

The traditional concept of a buyer’s vs seller’s market applies to homes. In a seller’s market, those who want to sell their homes possess increased negotiating power over the buyer. This is because there are fewer homes for sale than buyers. In a buyer’s market, the reverse is true – more homes for sale than buyers. The supply is abundant so the buyer has more choices. 

Right now we’re seeing the same concept shake out in the employment sector. We’ve got job openings and prospective employees, and the openings far surpass those seeking employment. LinkedIn is one of the most popular sites for employment openings. Launched in 2003, it is known to many as the “professional Facebook.” Folks create their respective profiles, upload CVs, and network on daily feeds. There are different subscription levels and as of September 2021, the site boasted an impressive 774 million registered members across 200+ countries. 

Passport-Photo.Online was curious as to what employers were doing right (and wrong) on LinkedIn in terms of hiring practices. It’s a job seeker’s market right now and LinkedIn alone has 15million-plus job listings. Passport-Photo.Online surveyed 991 US respondents in April 2022 and compiled some of the deadly sins employers commit on this popular job networking and search platform. 

At a broad level, a nice majority of professionals (79%) feel positive or very positive when employers contact them about a potential job opportunity. Over half (62%) are not a fan of companies ghosting them on LinkedIn, and a near majority (95%) would prefer having access to a posting’s salary range. Nearly three-quarters (69%) are likely to skip ads that employ ageist or gender-coded language, and 64% find it annoying when a separate application form is required after their CV has been submitted on LinkedIn.

In terms of candidate outreach and communication, the worst response you can receive in return is the proverbial crickets. Here is what the survey revealed:

If the recruiter’s message is too generic, the opportunity does not match the candidate’s experience or career trajectory, the company has a poor LinkedIn presence, there are a plethora of overused buzzwords, and even worse, grammatical mistakes, all of the above do not bode well for the recruiter or potential employer.  

In terms of following up with a potential hire, two times appears to be the sweet spot. Only 4% of respondents would tolerate four follow-up messages. And lastly, stop the ghosting! Recruiters are understandably busy, but ghosting an applicant will simply ruin the recruiter or the employer’s reputation. It’s a lose-lose proposition with job seekers, period. 

Finally, a strong job ad is critical. On LinkedIn, most candidates will spend an average of just 49.7 seconds on a posting before moving on to the next one. That might sound like a nice chunk of time, but it flies quickly. Candidates are most interested in seeing a clearly communicated job title (69%), the location of the position (62%), a summary (61%), the type of employment and benefits (58% respectively), key duties (54%), and essential skills and experiences required (53%). 

A salary range is critical, with 69% of seekers indicating they are likely or very likely to skip over those ads that do not include one. Using terms like “Jedi” or “superstar” in job titles has become more common, and close to half of all respondents held positive feelings toward this practice. But, ageist or sexist language in job ads was only held in a positive light by just 19% of respondents. Again, valuable data for recruiters and employers to consider moving forward. 

The job seeker in 2022 can afford to be picky. If recruiters and employers on LinkedIn want to ensure they’re getting the best bang for their advertising buck, these findings from Passport-Photo.Online should be their marketing and recruiting starting point.        


The Employment System Was Broken Long Before COVID-19 – Can tilr Lead a Workforce Revolution?

Young people make up a disproportionate share of what is a low-wage workforce and recent studies argue that they will be the hardest hit by the COVID-19 (coronavirus) pandemic. 

What are your projections for their job-market recovery, post-COVID-19?

 Co-Founder and CEO Stephen Shefsky

Unfortunately, a lot of entry-level positions affecting younger, lower skilled workers were the first and hardest-hit at the beginning of the COVID-19 pandemic.

Many employers during the pandemic, fired or furloughed many of their workers, that were deemed necessary for their survival. Given the above, it is no surprise that U.S. low-wage unemployment has skyrocketed at its peak to roughly 40%.

As businesses start to come back, there may be some subtle advantages for those low-skilled / low-wage workers. Some companies will inevitably gravitate towards hiring or re-hiring their lower-wage earners, instead of turning to an older, more expensive and more-skilled workforce.

Not all young people will immediately find employment; some must be prepared to accept the fact that their jobs won’t come back. When that happens, ‘up-skilling’ will become very important. Giving direction to those looking to re-enter the workforce is something very top of mind at tilr.

We at tilr believe there is a better way to bring job-seekers back into the workforce; a better way for employers to save both time and money in their on-boarding process.

tilr’s technology will help solve some of those challenges for both job-seekers and employers.

The country is going to be in a place of rebuilding and recovery over the next several years. We realize that this is the moment that companies and job-seekers alike will need us most.

How will tilr’s technology be applicable to what is today, an American workforce in crisis?

til’s algorithmic-hiring platform offers an alternative to traditional resume databases and key word search technology. We have developed ‘an on-demand marketplace’, one that matches pre-registered workers’ skills with employers, not based on keywords that may or may not be included in their resumes.

This will give job-seekers a better opportunity to find employment and jobs best suited to their skills, because it will no longer come down to who wrote a better resume, be subject to bias or cause candidates to play the waiting game, while employers sift through countless resumes before they happen to come upon the one they like, costing the company time and money.

For employers (and tilr has worked with hundreds of client companies), the way we’ve developed our technology is, in many ways, revolutionary. We have built the technology that is able to define the deliverable (skills) that a company needs in real-time and then quickly unlock a pool of workers that have the specific, necessary tools to accomplish the job at hand. We provide a platform for locating immediately available, local talent who can be employed in a matter of hours or days.

COVID-19 has hurt many; we’re witnessing presently an historically high unemployment rate. We want to offer people relief by way of giving them a better chance to find work, to take care of their families, and to do so based on their previous job experience and relevant skills obtained; not by having to take many months or years to reinvent themselves (which some people will inevitably have to do).

Today, many unemployed men and women will need time to be reabsorbed into the marketplace. Our technology further directs those people to training platforms capable of helping them ‘up-skill’ and to prepare them for work; to be as good or better than they were before.

As companies pivot to teleconferencing, their employees working from home in the spirit of ‘social distancing’, how can modern technology benefit those looking to employ and/or up-skill future workers?

Many companies are going to continue to employ their workers, and having some of them working from home as opposed to an office environment.

Today’s technology gives companies the option to have many members of their workforce contribute remotely. There are many software solutions that will allow more and more work to be done virtually, affording workers the opportunity to keep in constant contact with their organizations.

However, I’ve always believed that for employers, knowing what human resources (HR) / skills they don’t have in the organization is as important as knowing what you currently have at any given moment.

tilr has built the technology that will assist the job-matching and skills matching for those companies, which can expedite the process of hiring workers, both for in-office positions and from home.

Our ‘marketplace’ technology can support employers in real-time, razor focused on understanding and interpreting aggregated skill-sets, offering access to a more focused labor market, while also preparing future employees for a virtual workforce-environment.

Companies can access the platform from the web on any computer or handheld device.

Workers can access tilr opportunities via an app on IOS and Android mobile devices.

tilr’s technology can assist job-seekers to identify their own present skill-gaps and offer opportunities or suggestions on how to ‘up-skill’ to match the jobs they want. We will introduce new employment opportunities matching their skill-sets which they may not have thought of.

Learning will become much more technology-driven in the near term. Even after we return to a semblance of normalcy, more learning and work will take place online. As an example, technology that drives telemedicine today may very well become the first line of interaction between a patient and a doctor long after COVID-19.

We are currently in discussions with several companies (States and Provincial Governments in the U.S. and Canada) to offer our skill mapping technology and create a database of human resources (skills).

Lastly, is embracing technology the future of the Employment Agency?

Employment agencies are going to need to do things a little differently in the future.

tilr technology can assist the 80-85% of workers who are currently registered with an agency, but not always working.

tilr offers employment agency businesses an additional way of helping those registered with the agency to find work, who are not currently working, providing a more efficient use of human resources.

It’s safe to say that the current workforce is in an awful state of disarray. Technology can help usher in a workforce revolution, and help propel an economic recovery.

tilr automates the recruitment process by using skills to connect companies with job seekers, enhancing workers’ lives and companies’ bottom lines.