Throughout the world today, many employers are having problems finding the workers they need, and one of the big reasons they cite for this is applicants’ lack of experience.

The lack of experience problem crops up with first-time job seekers because they have no experience, and for those who have been in the workforce, it becomes a problem when their skills or experience do not match exactly the kind of experience the employer is looking for.

The problem has become even more acute with the downturn in the economy, as employers, trying to do more with fewer people, have been combining parts of jobs or even entire jobs into new positions. This adds to the confusion as job candidates try to figure out from the new job descriptions if they have the skills and background to handle the work.

So, if you are looking for a job, how do you handle this problem? There are several things, according to business executive Tammy Johns.

One thing to do is to stop using the laundry list of skills and experience on the resume. Instead, talk about your abilities and tie them to the needs of the employer, to show how your abilities can help the company achieve its goals. This also will help you better show your qualifications if you lack experience.

Also, know your skills, knowledge and abilities well enough that you can show how they apply to the job description that outlines the exact experience wanted. Even if the job has a different name than the one on your resume, you can show how the skills you have are transferable.

Also, you have to keep trying to improve your skills and gain more experience. What skills do you still need to develop? What skills will help you develop your career? Then take courses or volunteer to try and get those skills.

On the other side, if you are in human resources, what can you do to increase the chances of finding the right person when you advertise for a position?

One thing to do is to focus on the most important skills, abilities and attitudes that are needed for the job, instead of simply creating a grab bag of all of the skills that could possibly be used in doing the job. If you are clear about the most important skills that are needed, the odds are that you will get a more limited but more qualified applicant pool, rather than everyone who sees themselves as having any of the long list of skills that are advertised.

Also, think about how you list the job title. You need to use titles that describe the nature of the job as it is practiced now, not in the past. The same care needs to be taken with emerging jobs, such as cloud computing and green jobs.

Whether looking for work or looking for great workers, contact the Opti Staffing Group. We have offices in Anchorage, Seattle, Tacoma, Portland, Lake Oswego, and Chicago and we look forward to hearing from you!

One of the key tools hiring managers have at their disposal when seeking new employees is the job description. Its content and design could well determine whether an ideal candidate responds to your inquiry or passes you by for another offer.

So, where do you begin?

Before putting anything to print, it is advisable to scrutinize just exactly what the job entails and the kind of candidate you are seeking. Seek the input of coworkers, particularly those who will be directly working with the new employee or perform the same tasks.

Exceptions aside, there are five key areas to consider when preparing a job description. They include:  job title, job summary, minimum job requirements, key responsibilities, and a disclaimer.

The job title should be precise, not ambiguous. Are you looking for a clerk or a senior clerk, an accountant or a chief accountant? Don’t be afraid to research how others in your industry are describing themselves in advertisements or trade journals. At the same time, make sure it reflects your company’s needs.

The job title is generally a brief description of the function of the job and a general overview of the position. Keep it brief.

More information may be developed in the job summary which outlines all the duties to be performed. Don’t be afraid to use an existing job description and tweak it if necessary to address your current needs. At this point descriptions are relatively brief, although there are exceptions depending on the complexity of the position.

When listing the key responsibilities, describe the essential duties to be performed. You should keep to the more relevant duties. Minor responsibilities tend to clutter the job description landscape. Also, do not list the ideal skills you would like a candidate to have –  the perfect candidate rarely exists.  This is the time to talk about the essential points of a position and its primary responsibilities. Also, speak in the present tense, using action verbs: (example) “Greets customers at reception desk in a friendly voice.”

By listing minimum job requirements you are telling prospective candidates they need just that, a minimum of certain skills, abilities and knowledge. It should be interpreted that anyone not having those qualifications should not bother to apply for the job.

As a hiring manager you need to determine if a high school education or something higher is required. This is the time to consider a candidates’ experience – time in a particular position, supervisory or management roles, etc. This is also the time to consider special skills such as computer programming, writing and editing, or design skills.

A well-written job description should also contain a disclaimer. The disclaimer should make it clear that the job description is a summary of what a job entails and is not a complete or exhaustive description of what may be expected. It could be that the tasks and duties outlined in the job description may not exactly fit what the position eventually turns into. It should also include language stating that other duties not outlined in the job description may be expected. The idea is to cover all possible bases.

In the end, a well-fashioned job description should serve its purpose by drawing the interest of the best possible candidates.

Speaking of ” best possible candidates,” when you’re looking for skilled and reliable professionals for your Lake Oswego, Portland, Seattle, Anchorage, Tacoma, or Chicago business, contact a recruiter at the Opti Staffing Group. We can place terrific workers in your temporary, temp-to-hire and direct-hire assignments. We look forward to hearing from you!

Are your employees aware of your corporate goals for 2011?

Do they understand what they are working towards and why?

Have you gained buy-in from your team?

If you answered no to any of the above questions, you’re not alone.  In fact, many businesses do a sub par job communicating corporate goals and objectives and getting staff to buy-in.  But the hard truth is that the companies leading the pack have already done this.

So, is your company going to lead the pack or follow?

Here are three steps you can take to align your employees with the company’s goals for the new year:

1. Communicate clearly and collaborate:
   In too many cases, goals and objectives are finalized by executives without speaking to anyone working in the trenches.  Opening the lines of communication between the c-suite and the ground floor will help to highlight issues and concerns.  It will also give employees a better understanding of the company’s overall strategy and how they fit in.
2. Prioritize:
   Let’s face it, you’re probably not going to accomplish everything you would really like to.  Setting unrealistic goals, and expectations will discourage your team.  So, when setting goals prioritize and focus first on the things that will have the most dramatic impact on your business.
3. Measure:
   Your goals should be measurable.  Simply saying that you want to grow your business in 2011 isn’t a goal.  You need to define clear and measurable goals.  Make sure measurements are visible and that employees can know exactly where they are in respect to accomplishing their goals.  Showing continuous progress towards a goal will keep employees engaged and motivated.

Nobody can deny that a clear strategy and definable goals are integral to the success of an organization.  Management and staff must have clear communication and understand how each role ties into overall corporate objectives.

Throughout the year, if you find the need to bring on new staff to help meet your corporate goals, Opti Staffing can help.  We provide a full range of strategic workforce solutions.