Some jobs are really hard to fill. Just ask employers in the country who have difficulty finding the right person for jobs such as:
* accountant and auditor
* computer professional
* commercial and technical sales representative
* mechanical engineer
* professional nurse
According to the Integrated Survey of Establishments, a survey done since 2006 by the Department of Labor and Employment’s Bureau of Labor and Employment Statistics, these are the top five hard-to-fill jobs.
Next to these are the following jobs that are also hard to fill:
* air traffic controller
* aircraft pilot
* navigator and flight engineer
* personnel and human resource development officer
* geologist and geophysicist
* pharmacist
* industrial robot controller
* decorator and commercial designer
* bacteriologist
* pharmacologist
* pathologist and related worker
* technical and vocational instructor/trainor
* safety, health and quality inspector (for vehicles, processes and products)
* architect
* photographer
* image and sound recording equipment operator
* science and mathematics teaching professional
But don’t we have many unemployed graduates today? It’s not that simple, though. There has to be a fit: the right man for the right job.
According to Anna Karissa B. Marcial, HR Officer of BCC Global Solutions, an HR firm, the following are the reasons why job hunters do not get the jobs:
* Cutthroat market
* Global competition [Some of our best workers go abroad]
* Applicants do not have enough relevant/related solid experience
* Applicants fail psychological exam and job interview
* Applicants demand high salary even on entry level
* Clients have high standards/qualifications on some of these positions
Looking for the right person for the right job may feel like looking for a needle in a haystack. Once a company finds the right man, though, it should make sure the employee stays. How? Marcial gives these recommendations:
* Give a good compensation and benefit package
* Have motivational and developmental programs (personal and professional)
* Encourage work-life balance
* Have job enlargement and job enrichment so the employee won’t get bored after staying in the company for a while
Makes sense.
August 15th, 2008 at 12:30 am
What do you do when you have 800 vying for one job? Some of the bigger companies utilize software tools to shortlist applicants whose resumes contain pre-selected key words.
August 12th, 2008 at 9:58 am
I may not be an HR Practitioner but I find the HR nultifarious functions very interesting and challenging and I definitely would like to b given a chance to perform an HR related job in the private sector. In the above article, Finding the Right Man for the Right Job is not just an issue that is being faced by the private sector. It is also being observed at the government sector. While it is true that the academic background of a job hunter should be considered, Company’s should also look into the work attitude of the individual - his past experiences and how he has contributed to his previous company and how he has initiative, resourcefulness and commitment or a better term in filipino “malasakit” for his previous company in the performance of what is expected of him. Likewise, based on the given premise, potential employers should also input into the hiring equation the enthusiasm of the job aspirant to shift to a new job description…perhaps, he is determine to make a difference in a different work functions and, hence, by giving him a chance, he may even be more committed and effective in performing what he desires. Such action of giving a chance by potential employers could very well translate to job and
Company loyalty on the part of the job aspirant. In the real world, there migh be a very small percentage of finding that right man for that right job…however, Company’s will never know that finding the right person may also require them to take chance on potentially right person for that job if they also cultivate or improve their work environment, work processes and systems and take good care of their workforce through trainings and corporate social / team building programs.
Thanks for sharing the article and allowing me to share my insights on the article ALFRED KENNETH S TINGABNGAB III 0906-3085991
July 15th, 2008 at 10:50 am
I’m an HR practitioner and I fully agree with
your write up and your recommendations in finding the right person. I’m working in a traditional, Chinese owned company and bringing about innovations to the organization is like Extra Challenge and Survivor programs =).
Thanks for sharing.