I recently got to have a candid conversation with Mac Prichard, owner of a job posting board called Mac’s List, which serves employers and business professionals in the Portland area. With the effects of COVID-19 on the business world, I thought it was a timely discussion to have. What does today’s job search look like? And what can job seekers and employers do to move forward in such uncertainty? I got answers to these questions and more as I sat down and talked with Mac.
Don’t Give Up Hope
Mac began by giving us an overview of the adverse effects that COVID-19 has had on his job boards. But despite the global pandemic, he insisted that there is still hope. Mac said, “I do want to say, Brandon, that this is a tough, tough economy, but companies are still hiring. Yes, it’s in much smaller numbers, but it’s important to recognize that they are still hiring.” Mac went on to say that, at times like this, people often assume that there is no point in looking for work. But, even though it’s more competitive and the opportunities are fewer, “people who continue to log in and know what they want are going to have an advantage over those who decide to give up and not look at all.”
So, what types of jobs are popping up more frequently in Mac’s List?
“Our site serves employers and job seekers in the Pacific Northwest, primarily in Washington and Oregon, and we focus on professional white-collar jobs. Before COVID, we might’ve seen 150-200 new jobs posted per week. Now we see about 75,” Mac explained. Because of the market that Mac’s List serves, he said they see not only white-collar jobs but also many more remote work opportunities. This didn’t surprise me as our whole world has been turned upside down and, as a result, most of us have had to pivot to Zoom meetings from our at-home desks.
Active vs. Passive Job Seekers
Next, we talked about whether employers were receiving a good response from candidates. It seems that the response to job board listings has dropped across the board. In talking to other job board operators and looking at industry publications, Mac could see that the traffic to these sites has no doubt decreased. But Mac explained that there are two types of job seekers who engage with his job board. “Sites like mine attract what are called passive job seekers. These are people who already have a position, and they’re curious about what else might be out there. These passive job seekers typically account for about three-quarters of our audience. The second, according to surveys, are active job seekers — people who are actively looking for work.”
We would expect that, with the current high unemployment rate, these active job seekers would be absolutely flooding Mac’s List and other job board sites. However, that isn’t happening. Mac thinks that this is because “people who have lost a job are focusing solely on survival right now. We’ve all seen the news accounts of the challenges that people have faced in collecting unemployment benefits, so I think people who might normally be searching because they’ve lost their job are focusing on getting their unemployment benefits so that they can stay afloat.”
Employers: Advice for Differentiating Job Posts
So what advice does Mac have for employers who are trying to differentiate themselves from other companies in their job postings? His response: “I’m glad you asked that question because, even before COVID-19, this was a challenge for many employers. Sometimes, those who are posting these jobs haven’t had formal instruction on how to write a job posting. They’re not trained formally in the interview techniques. And that can create a bad experience for the candidate and a disappointing response. Not only do those basics matter, but even more employers also have to learn new skills for hiring virtually. And then if people are going to work remotely, onboarding them and then supporting them as they work from a home office is yet another challenge.”
Mac then gave employers two specific pointers for creating more effective job postings:
- Focus on the basics. Use a clear, understandable job title that is written in plain English. This allows you to attract the right candidate with the skills and experiences you want.
- Include a salary range. The benefits of doing this are twofold. One, there’s data that shows that you get a much higher response rate when you include pay info. Two, you get responses from the right candidates because, when you’re clear about what you want to pay, then the people who want more are not going to apply. And the people who may not have the skills and experiences will realize that the job is way out of their current salary range, so they will likely not apply.
The Candidate Experience
In addition to his advice about job posting basics, Mac emphasized how vital a transparent hiring process is. “Job seekers are frustrated when they send an application, and they never hear back. Or, if they’re engaged in one or two steps of the hiring process, sometimes they don’t hear back after taking part in an interview.” This reflects poorly on the company brand. Mac warned, “People remember, and they tell their friends and family about their experience.”
So, what should the hiring process look like, both during and after the COVID-19 pandemic? Here’s more of Mac’s insight about how employers can stay organized and be effective in their interviews with potential candidates:
- Make a schedule of how the hiring process is going to work before you post a job. Include key dates, decision-makers, and the steps in the process.
- When you speak with candidates, clearly state your goals and the date-range for the start of employment. Share as much information as possible so that the candidate can prepare for the next steps. In the end, what matters is the qualities and the skills a candidate brings, not whether they’re a good extemporaneous speaker.
- Invest in a crash course on how to communicate well online. Since your hiring process will likely be virtual, you need to be sure to feel empowered in the online space and create a welcoming environment.
- A good job interview is a conversation, not a cross-examination. The goal is to see whether the candidate is a good fit, not to hold your cards close to your chest. When employers provide information—who’s going to be in the room, what the questions are going to be — they’re thinking about the needs and concerns of the candidate. As a result, they’re going to have a better experience with each candidate, and this will help employers make the best decision possible.
Seeking Jobs in a Down Economy
Even though times are tough, there are still so many resources for job seekers and employers when it comes to finding the right fit. If you want to learn more, check out Mac’s weekly podcast, “Find Your Dream Job,” specifically aimed at job seekers. Mac has also dedicated a section of his website to employers. Click here to find dozens of articles about hiring practices and how to improve your hiring inside your company.
And, as always, this article only represents a portion of my conversation with Mac. If you’re looking for more tips, go ahead and give the “Transform Your Workplace” podcast a listen by clicking here, or stream it below.