I THOUGHT THERE IS A SKILL SHORTAGE?

Why do companies say they have received hundreds
of applications?

WRITTEN BY: Michelle White

Skill shortage!!! Wherever you go – retail, hospitality, utilities, construction, corporates… everyone seems to say the same thing…. We cannot find people. Yet, many of our clients feel frustrated when submitting applications and receiving feedback that the company they applied to has received an overwhelming number of applications.

What lies behind this confusion? There could be a number of factors at play:

The biggest skill shortage pressure is felt within the unskilled labour market or a fluid market such as temporary employees, casuals and contractors. In these pockets, candidates are attracted by financial incentives and as is currently the case, by the prospect of earnings way above the standard rate in the booming mining sector.

Industries such as building, infrastructure and mining, are experiencing a period of unprecedented growth and are attracting workers from metros to work remotely and are often prepared to offer unskilled labour opportunities through inductions and training.

At management / executive level the shortage is not as pronounced – the channel is narrower – fewer opportunities with attractive growth and development prospects. This is a highly competitive space with many well qualified candidates exploring the options out there to assess if there is something better to what they currently have. Applicants are aspirational in applying for positions and assume companies are desperate to hire even if they are not quite right for the role.

Many companies have relaxed requirements and might be open to applicants from different industries, individuals with transferrable skills or left of field skills to encourage disruption, innovation and a fresh approach.

Prospective employers are connecting and actively approaching and soliciting profiled talent on LinkedIn which is a rich source of skilled individuals.

Applicants have a nothing to lose attitude – unemployment is low, and many candidates are employed and not desperate so pretty much just “giving it a go”.

Knowing this, how do you increase your chances of being noticed?

1. Use your network – there is nothing more powerful than an endorsement from someone in the company you are applying to.
2. Create a killer LinkedIn profile and understand the power of keywords – be active in connecting with people and make sure you can be found by talent seekers and potential employers.
3. Increase the number of applications you submit – develop a little rejection resilience understanding you will probably receive quite a few rejection responses.
4. Broaden your search beyond your comfort zone, look at other industries and identify your transferrable skills.
5. Demonstrate your value directly on an application – do not present an obvious generic resume.
6. Stay current – keep on learning, stay updated, be agile and develop a growth mindset.

A final thought: “The one who falls and gets up is stronger than the one who never tried. Do not fear failure but rather fear not trying.” – Roy T. Bennett