Hard to hire?

Hot job market, new attitudes help previously ignored candidates get the job

By Marco Buscaglia for Tribune Content Agency
Published in the Chicago Tribune on April 17, 2022

Unemployment numbers at historic lows and a growing need for more workers have presented an obvious problem for today’s employers: How do companies staff unfilled positions when the employee pool seems smaller than ever? 

Of course, some proven strategies work, like paying people more money. But today’s companies are continually trying new ways to lure in new workers, like expanded benefits, more work-from-home flexibility and sign-up bonuses. 

And yet? Crickets. 

One possible answer: expand the pool of potential workers by considering—and hiring—job candidates who may have been overlooked in the past due to their age, disability or criminal record. And yes, there are rules in place to avoid discrimination against applicants. Still, companies also may have stated and unstated policies that can help them avoid hiring a subset of potential employees. 

“The labor market is so tight that the bar for skills is getting lower,” says Ira Wolfe, president of Success Performance Solutions. “Job seekers have a much better chance than ever before. Is it universal? No, but difficult-to-hire isn’t as difficult as it was.”

Joshua Hart, president of the employee-relations firm Red Panda, agrees, saying many companies eliminate age and criminal records from their application processes. “Companies are looking for a diamond in the rough,” Hart says. “They don’t want an exceptional candidate to be dismissed before getting a chance to discuss the situation and details behind any incidents.”

For many companies, drawing employees from a previously untapped cache of workers can pay off, says Wendy Ryan, chief executive officer at Kadabra, a leadership and change consulting firm. “Hiring from so-called non-traditional candidate pools can be a great strategy for organizations to access the talent they need to fill key positions in a highly competitive market in the short-term,” Ryan says. “Perhaps, more importantly, are the long-term benefits of doing so for organizations and our economy overall.” 

Ryan says demographic shifts will contribute to a shortage of qualified workers over the next few decades. “The reality is we will need every person who can work to be doing so if we want our economic growth and prosperity to continue,” she says. 

Worth another look

Recent events have altered the prospects of those workers who may have been previously overlooked. “The overnight transition to remote work has certainly opened the door to these job seekers, especially the disabled,” Wolfe says. “With the gig economy, people are hired every day without the rigor of background checks and other requirements.”

Calling it a “total gamechanger,” Ryan says the prospect of being able to work remotely for a partial or complete schedule has become a viable option at more companies post-COVID. But that doesn’t mean companies—even those desperate for workers—should use the same approach with all potential employees. “Most often, the people in the most underutilized candidate pools are older, disabled, neurodivergent and formerly incarcerated, which means there needs to be more than one template for hiring these employees,” Ryan says. “There isn’t a one-size-fits-all approach that works well for everyone. Each group has unique needs and challenges when it comes to navigating through the typical job application and hiring process.” 

Hire up

Ryan says the best starting points for companies looking to hire often-overlooked workers are local community-based partners and organizations that advocate for these employees. “[These groups] provide valuable education and guidance, often free of charge to employers around what works and doesn’t work to attract and support candidates through your application and hiring process,” she says. “Beyond the hiring process, they can also help you ensure your organizational culture and workplace will support candidates’ success over the long-term.

Wolfe minces no words when predicting what may happen to those companies who remain steadfast against casting wider nets to find employees, especially since the potential employee pool will only expand in the months ahead. “Are there companies that won’t hire you if you have a criminal record, are above a certain age or have a long gap on your resume? Absolutely. Many organizations are struggling to access enough talent because they are their own worst enemy.” Wolfe says. “Fortunately, many organizations are changing their hiring practices, and for those that aren’t, their doors may close soon anyway.”