Most tech companies don&rsquo;t have a history of prioritizing diversity, equity, and inclusion (DE&amp;I) in their hiring and workforce development strategies. In fact, <a href="https://www.wiley.com/edge/site/assets/files/2689/diversity_in_tech_2021_us_report_by_mthree.pdf">a 2021 survey</a> found that 68% of business leaders still saw a lack of diversity in their tech workforce.&nbsp;
Fortunately, DE&amp;I has become a core focus of many <a href="https://www.careercircle.com/blog/post/the-future-of-work-top-trends-contributing-to-diverse-workforce-development-in-tech" target="_blank" rel="noopener">tech companies&rsquo; hiring efforts</a> in recent years.&nbsp;
Rather than simply adding DE&amp;I statements to their culture codes or establishing committees within their existing workforce, these technology organizations want to grow in an equitable, inclusive way.&nbsp;
Today&rsquo;s tech employers are looking for creative ways to source candidates from diverse backgrounds who may not fit the cookie-cutter mold of what tech employees looked like in the past.&nbsp;
So, how can tech companies connect with diverse candidates and integrate DE&amp;I into their hiring efforts?&nbsp;
If your organization wants to attract and retain diverse, highly qualified talent, you must rethink how you source and evaluate candidates across the entire hiring process. This process starts at the top of your talent funnels.&nbsp;
<h2>Diversifying Your Top-of-Funnel Talent Sourcing Efforts&nbsp;</h2>
No matter your size or specific hiring goals, expanding your top-of-funnel targets can help you identify and connect with candidates from non-traditional talent pools.&nbsp;
You may already work with a staffing agency to source candidates with a tech background or relevant work experience. These sources can be valuable, but they typically don&rsquo;t <a href="https://www.careercircle.com/blog-feed#:~:text=Home%3EBlog-,Advocacy%20in%20Action%3A%20What%20is%20the%20Opportunity%20Divide%20in%20the%20Workforce%3F,-02/15/2022" target="_blank" rel="noopener">support underrepresented groups</a>, like veterans, racial or ethnic minorities, and moms returning to the workforce. Instead, employment recruiters&nbsp;rely heavily on resumes and other traditional measures to match them to open roles.&nbsp;
To reach candidates with diverse backgrounds, your organization must connect with resources that work directly with underrepresented communities.&nbsp;
Working through nonprofits or community outreach organizations is one of the best ways to connect with diverse talent groups that aren't in your typical circles. For example, you might seek out a talent sourcing partner that provides career development resources to the BIPOC community or one that helps veterans or parents <a href="https://www.careercircle.com/blog/post/your-return-to-work-three-ways-to-address-a-gap-in-employment" target="_blank" rel="noopener">re-enter the workforce</a> by connecting them with employers.&nbsp;
However, establishing and developing relationships with these external partners can take significant time and effort. And when your hiring team is up against time-sensitive hiring initiatives, they&rsquo;ll likely default back to familiar sourcing strategies rather than reaching out to form new connections.&nbsp;
You can&rsquo;t solely rely on your HR or hiring teams to establish nonprofit partnerships and add diverse candidates to your workforce. Instead, you should <a href="https://www.careercircle.com/blog/post/building-proactive-talent-partnerships-4-reasons-companies-use-staffing-agencies" target="_blank" rel="noopener">take a proactive approach to talent sourcing</a> and provide job seekers with multiple unique opportunities to get their foot in the door at your organization.&nbsp;
<h2>Creative Ways to Source Candidates From Diverse Backgrounds</h2>
<h3>1. Create Returnship or Apprenticeship Programs&nbsp;</h3>
So many job seekers are overlooked by potential employers due to a lack of relevant work experience &mdash; even if they possess the required technical skills or certifications for a role. These individuals are stuck in a frustrating cycle; they can&rsquo;t get a job without experience, but can&rsquo;t gain experience because employers won&rsquo;t hire them.&nbsp;
<a href="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" target="_blank" rel="noopener">Returnship</a> and apprenticeship programs can offer these candidates the unique opportunity to learn and train at your organization, gaining valuable skills and experience while learning the ropes of your internal operations.&nbsp; Returnship programs are great for diverse candidates who have taken some time off from the workforce or those with limited experience in their desired job field.&nbsp;
Consider developing returnship programs for the most in-demand positions in your organization. Use them to help candidates upskill, learn from experienced mentors, and train for the position they want to move into. Your returnships should compensate participants for their time, making them a feasible option for job seekers who don't have the means to work for free at an <a href="https://instituteforpr.org/unpaid-internships-and-inequality-in-public-relations/">unpaid internship or apprenticeship</a>.
Program participants will gain valuable knowledge and real-world experience, and you&rsquo;ll gain new, highly qualified candidates ready to move into a full-time position as soon as they complete the program.&nbsp;
<h3>2. Enable Remote Work&nbsp;</h3>
Depending on the location of your office or headquarters, you may not have access to diverse talent resources in your local community. What&rsquo;s more, requiring applicants to live in a specific geographic region and commute to an office daily can prevent many eager, well-qualified candidates from applying to your open role.&nbsp;
Sometimes, diversifying your sourcing strategies means more than working with a new set of recruiting partners in your area. Opening your organization up to remote work will allow you to access a much larger pool of candidates from all backgrounds and walks of life without the limitations of physical location.&nbsp;
Enabling remote work gives you access to a lot of talent you wouldn&rsquo;t have if you stayed local. It also equips you to <a href="https://www.careercircle.com/blog/post/a-human-approach-to-hiring-how-to-improve-candidate-experience" target="_blank" rel="noopener">better support working parents and other employees</a> who need a bit of extra flexibility in their workdays compared to what they would find at a traditional office job.&nbsp;
<h3>3. Prioritize Internal DE&amp;I Education</h3>
The true impact of your DE&amp;I efforts goes far beyond who and how you hire new employees. To retain diverse hires and initiate positive change across your organization, you need to foster a welcoming, inclusive atmosphere and ensure every employee feels safe and comfortable.&nbsp;
Beyond refining your hiring practices and updating your company culture code, look for opportunities to infuse inclusivity into the many activities that occur at your organization every day. Educate your entire workforce on <a href="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" target="_blank" rel="noopener">the value of DE&amp;I </a>and encourage them to live out your values in their day-to-day interactions with colleagues.&nbsp;
Equip managers and other leaders with the tools and resources they need to openly and respectfully discuss workplace inclusivity with their employees. On the flip side, be sure every employee feels empowered to advocate for themselves and has access to a reliable, trustworthy support system in case they ever encounter discrimination or any other concerns in the workplace.&nbsp;
<h3>4. Find a Trusted Talent Acquisition Partner</h3>
It takes patience, diligence, and a lot of work to enact measurable, lasting change in your workforce development efforts. Maybe your hiring team simply doesn&rsquo;t have the resources to reach out to nonprofit groups, or perhaps they&rsquo;re too overwhelmed with time-sensitive hiring needs to focus on a long-term workforce development strategy.&nbsp;
No matter your goals or challenges, the right talent partner can help you <a href="https://www.careercircle.com/blog/post/from-promises-to-progress-how-to-promote-equity-in-staffing-and-recruiting" target="_blank" rel="noopener">turn your DE&amp;I promises into real-life progress</a>. They can connect you with diverse candidates, help you map out short- and long-term hiring goals, design custom returnship programs, and more, all to help your organization develop a more diverse workforce and a more inclusive work environment.&nbsp;
Look for a partner that specializes in working with underrepresented groups, like CareerCircle.&nbsp;
Our unique approach to talent development is rooted in candidate advocacy and workforce equity. We specifically focus on helping BIPOC candidates, veterans, and workforce returners <a href="https://www.careercircle.com/blog/post/connecting-candidates-to-careers-how-employee-upskilling-helps-employers-grow-their-workforce" target="_blank" rel="noopener">upskill</a> to find jobs in tech and related industries.&nbsp;
<h2>Integrate DE&amp;I Into Your Hiring Efforts With CareerCircle&nbsp;</h2>
At CareerCircle, we help employers rethink their approach to hiring and connect them with diverse, recently upskilled candidates through our long-time community partnerships. We help employers grow their workforces and champion DE&amp;I by:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="1">Maintaining partnerships with nonprofits and organizations that work closely with underserved communities</li>
<li style="font-weight: 400;" aria-level="1">Partnering with tech brands to upskill job seekers with relevant, in-demand career certifications&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Connecting employers with diverse, recently upskilled candidates on our free online platform</li>
<li style="font-weight: 400;" aria-level="1">Give employers a 360&deg; view of each CareerCircle candidate through detailed profiles, video intros, and more!&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Working closely with employers to develop custom sourcing and workforce development strategies&nbsp;</li>
<li>Helping employers establish custom returnship, apprenticeship, and internship programs</li>
</ul>
Ready to see how CareerCircle can support your organization&rsquo;s DE&amp;I initiatives and help you source diverse, highly qualified candidates?<a href="https://www.careercircle.com/employers/signup"> Create a free account today</a> to get started.

Want to attract and retain diverse, highly qualified talent? Rethink how you source and evaluate candidates across the entire hiring process.

Creative Ways To Source Underrepresented Talent

If your organization wants to attract and retain diverse, highly qualified talent, you must rethink how you source and evaluate candidates across the entire hiring process.

Championing DE&I in Tech: Creative Ways To Source Candidates From Underrepresented Groups

Many U.S. employers have transformed their Diversity, Equity, and Inclusion (DE&amp;I) initiatives in recent years, especially as various social justice efforts unfolded in 2020 and beyond. As these organizations made new commitments to DE&amp;I and expanded their social responsibility initiatives, current employees and job seekers alike began to take notice.&nbsp;
Today&rsquo;s candidates want to join diverse, equitable workforces. At the same time, employers want to better support underrepresented communities in fields with significant disparities, including technology, IT, software, and more.
So how are employers turning their DE&amp;I commitments into real-world changes? And how are these changes reshaping the job market?&nbsp;
In this blog, we&rsquo;ll explore how employers that prioritize advocacy, inclusion, and a diverse workforce are improving the tech industry for the better &mdash; and which job seekers are taking notice of recent shifts in representation.&nbsp;
<h2>1. Employers Have Renewed Their Focus on Diversity and Inclusion</h2>
Prior to the coronavirus pandemic, many technology employers left DE&amp;I initiatives on the back burner. They likely had company-wide DE&amp;I commitments or taglines in their mission statements, but their workforce was primarily comprised of white men, and most hiring teams weren&rsquo;t sure how to source a diverse workforce.&nbsp;&nbsp;
Most of these organizations knew they needed to better support underrepresented groups and champion DE&amp;I, but didn&rsquo;t have an actionable plan to initiate change or <a href="https://www.careercircle.com/blog/post/from-promises-to-progress-how-to-promote-equity-in-staffing-and-recruiting">begin reshaping their workforce</a>.&nbsp;
The COVID-19 pandemic and concurrent social justice-related events of 2020 acutely highlighted the racial, gender, and socioeconomic disparities in the U.S. workforce &mdash; and motivated many employers to refocus on DE&amp;I.&nbsp;
Now, employers want to develop diverse workforces that mirror their local communities and their customer bases. They&rsquo;re implementing actionable DE&amp;I strategies to pave the way for underrepresented groups to break into the tech space and ensure those individuals feel welcomed and included once they move into a new role.&nbsp;
Organizations with a diverse workforce are <a href="https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/why-diversity-matters">35% more likely</a> to outperform their respective national industry medians&rsquo; financial returns. By focusing on equity and inclusion, employers can reshape their workforce into one that equally values each member&rsquo;s unique perspective and delivers a higher ROI than their competitors.&nbsp;
<h2>2. Candidates Want to Work for Inclusive Employers</h2>
DE&amp;I doesn&rsquo;t just impact hiring and workforce development for employers; it also <a href="https://www.careercircle.com/blog/post/a-human-approach-to-hiring-how-to-improve-candidate-experience">shapes job seekers&rsquo; impression of potential employers</a> and likelihood to stay in a new role. According to Glassdoor, <a href="https://www.glassdoor.com/blog/glassdoors-diversity-and-inclusion-workplace-survey/">76% of job seekers</a> said a diverse workforce was an important factor for them when evaluating job opportunities and companies.
In the past, DE&amp;I was a somewhat taboo subject for job seekers. They typically wouldn&rsquo;t bring it up themselves during an interview. Instead, they would simply research the company offline or &ldquo;wait and see&rdquo; how inclusive their new workplace would be on day one of their new jobs.&nbsp;
Today, candidates want to evaluate their potential employers ahead of time and use their findings to identify employers whose values align with their own. Gone are the days of one-sided interviews and evaluations. Job seekers now feel empowered to ask how their potential employer puts DE&amp;I commitments into practice, and what they do to support underrepresented groups in tech and other white male-dominated fields.&nbsp;
It&rsquo;s highly acceptable to ask an employer, &ldquo;What&rsquo;s your diversity makeup?&rdquo; Most companies are happy to discuss their DE&amp;I strategies and current diversity statistics. Employers who still steer clear of these conversations will miss out on <a href="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow">bringing top-performing talent into their workforce </a>and will damage their brand reputation over time.&nbsp;
When candidates find a company with a diverse culture, they gain the freedom to be their authentic selves and embrace who they are in an inclusive environment. This feeling of belonging increases morale and retention while also encouraging every employee to share their ideas and perspectives freely.&nbsp;
<h2>3. Employers Are Turning Social Responsibility Commitments Into Impactful Change</h2>
By embracing DE&amp;I, employers can support their employees, job seekers, and the U.S. workforce as a whole. But to effectively increase social responsibility initiatives and create truly inclusive work environments, they must do more than outline and discuss impressive strategies.&nbsp;
Talent platforms like CareerCircle are integral in helping employers connect with nonprofit organizations and institutions across the country. Through these partnerships, employers can diversify their external recruiting efforts and bring organization-wide awareness to DE&amp;I.&nbsp;
The tactical recruiting piece of DE&amp;I is relatively straightforward, but many employers lose momentum when it comes time to re-educate their workforce. To create a diverse workplace, you need team members who understand the inherent value of diversity and their role in fostering a safe, inclusive workplace. On the flip side, an uneducated workforce can hinder how included and supported diverse new hires feel and inevitably push them toward a career change.&nbsp;
As employers <a href="https://www.careercircle.com/blog/post/rethink-qualified-changing-the-way-the-industry-views-employee-talent-development">rethink their talent sourcing strategies</a>, they&rsquo;re also implementing education and training programs to bring everyone in their organization up to speed. These courses focus on helping employees develop awareness, change their mindsets about DE&amp;I, and integrate inclusivity into their day-to-day interactions; not just high-level statements and occasional recognitions.&nbsp;
Employers are also taking strides to provide employees with reliable, trusted resources once they join a workforce. These resources include counseling and mental health access, along with an HR team that values inclusivity and has the tools to appropriately assess and respond to discrimination or other similar concerns.&nbsp;
By creating a workplace culture that mirrors social responsibility statements, employers can better attract, retain, and support new hires from underrepresented groups, further reducing gender and racial disparities in the tech space.&nbsp;
<h2>Champion Diverse Workforce Development With CareerCircle</h2>
At CareerCircle, we&rsquo;re committed to helping employers #rethinkqualified and helping underrepresented candidates reach their full career potential. How do we do it?&nbsp;
We support candidates by:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="1">Removing financial barriers to upskilling through scholarships and sponsorships&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Advocating for them and giving them a voice in the talent marketplace&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Connecting them with employers through our online platform&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Helping them <a href="https://www.careercircle.com/blog/post/building-the-360deg-view-of-you-how-to-develop-a-job-skills-inventory">present the 360&deg; view of themselves</a> to hiring managers</li>
</ul>
We support employers by:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="1">Help them reach nonprofits and other partners that work with underrepresented groups&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Creating opportunities for them to sponsor and advocate for candidates looking to upskill</li>
<li style="font-weight: 400;" aria-level="1">Connecting them with <a href="https://www.careercircle.com/blog/post/connecting-candidates-to-careers-how-employee-upskilling-helps-employers-grow-their-workforce">diverse, upskilled tech candidates</a> through our online platform</li>
<li style="font-weight: 400;" aria-level="1">Guiding them through new DE&amp;I initiatives and associated change management tasks&nbsp;</li>
</ul>
Ready to see how CareerCircle can support your organization&rsquo;s DE&amp;I initiatives and start developing the workforce of the future? <a href="https://www.careercircle.com/employers/signup">Create an account for free today</a> to get started.

Advocacy, inclusion, and a diverse workforce are improving the tech industry for the better — and job seekers are taking notice.

Top Trends: Diverse Workforce Development in Tech

Many U.S. employers have transformed their Diversity, Equity, and Inclusion (DE&I) initiatives in recent years, especially as various social justice efforts unfolded in 2020 and beyond.

The Future of Work: Top Trends Contributing to Diverse Workforce Development in Tech

Breaking into a new professional industry can be daunting, especially when it comes time to revise your resume or attend your first job interview in the industry.&nbsp;
You might be unsure about how much of your past experience to share, especially since it doesn&rsquo;t perfectly align with your desired career. Maybe your resume looks completely different than the skills listed on open roles, so you've been hesitant to start applying for jobs.&nbsp;
Upskilling can help you ramp up in a new field, but it&rsquo;s not the only way to make your resume shine and your application stand out to hiring managers.&nbsp;
The term &ldquo;transferable skills&rdquo; refers to skills and proficiencies candidates can bring from their past experiences into a future role &mdash; even if that role is in a totally new industry. Transferable skills help job seekers navigate career changes and showcase their hard and soft skills to potential employers.&nbsp;
As employers combat <a href="https://www.careercircle.com/blog/post/the-future-of-work-how-pandemic-era-staffing-shortages-have-impacted-the-job-market" target="_blank" rel="noopener">staffing shortages</a> and skill deficiencies, they&rsquo;re beginning to take more notice of candidates&rsquo; transferable skills. Many are taking a more inclusive approach to the questions they&rsquo;re asking in interviews and going beyond resume-based assessments to get a complete picture of each candidate. 
In this blog, you&rsquo;ll learn all the need-to-know details about transferable skills, like what they are, how to identify yours, and when to highlight them during your job search.
<h2>What Are Transferable Skills?&nbsp;</h2>
Transferable skills are <a href="https://www.careercircle.com/blog/post/building-the-360deg-view-of-you-how-to-develop-a-job-skills-inventory" target="_blank" rel="noopener">skills you can apply to a variety of jobs</a> across industries. They&rsquo;re extremely useful to bring up during the hiring process, and will also help you succeed in your new role or career field.&nbsp;
Most of us carry transferable skills between jobs, whether we realize it or not. For example, the communication skills you learned working in a fast-paced restaurant environment can help you collaborate with colleagues in an office, on a job site, or in virtually any workplace.
Transferable skills &mdash; and professional skills in general &mdash; can be divided into two high-level categories: hard skills and soft skills.&nbsp;
<h3>Hard Skills&nbsp;</h3>
Hard skills encompass the technical, software-related skills a candidate needs to complete role-based tasks. Depending on your desired career field, this may include knowledge of a specific programming language, familiarity with popular development and testing tools, or experience with a certain type of data. <a href="https://www.careercircle.com/blog/post/acing-the-modern-workplace-how-upskilling-promotes-personal-career-development" target="_blank" rel="noopener">Upskilling</a> is a great way to master the hard skills you need for a future role, but you might also be able to carry over a few from previous positions.&nbsp;
These skills might not sound very transferable at first, but there are certain ones that can bring value to your new role. For example, if you&rsquo;ve ever worked with any type of customer relationship management (CRM) software &mdash; like Zendesk &mdash; you&rsquo;ll likely be able to master your future employer&rsquo;s preferred CRM (i.e., Salesforce) with minimal training and ramp time.&nbsp;
<h3>Soft Skills&nbsp;</h3>
Soft skills refer to proficiencies that don&rsquo;t tie back to any one program or process. Examples include communication, organization, and problem-solving &mdash; all of which are highly transferable and adaptable across positions.
You might think that soft skills pale in comparison to their more technical counterparts, but many employers state that <a href="https://www.careercircle.com/blog/post/how-to-uncover-the-hidden-soft-skills-you-already-own" target="_blank" rel="noopener">soft skills are just as important</a>, if not more important, than tech-related proficiencies. It&rsquo;s easier to train a new hire on how to use a certain software than it is to teach them how to effectively communicate with others or manage their time.&nbsp;
<h2>How to Identify Your Most Valuable Transferable Skills&nbsp;</h2>
No matter what your past experiences look like, there are likely transferable skills you can and should consider when contemplating a career change or applying for open roles. Even so, it can be challenging to parse them out of your existing resume, portfolio, or LinkedIn profile.&nbsp;
As you start thinking about your transferable skills, keep these tips in mind:&nbsp;
Assess the functions under each of your previous roles; not the job titles themselves.&nbsp;
Don&rsquo;t get caught up in the designated titles you held or industries you worked in. Instead, look at the specific functions under each job, like managing a client portfolio, leading team meetings, or monitoring project finances. For example, someone with a background in sales likely possesses strong communication and presentation skills that could apply to many roles.&nbsp;
Contextualize your existing skills within your desired role or industry.&nbsp;
When researching job opportunities, try matching up your skills with those listed in each job description. Even if nothing matches one-to-one, you&rsquo;ll still find adjacent skills you can pick up with a minimal learning curve. Remember, each role has its own nuances, and most employers are more than willing to help you build upon foundational skills or adjust them to fit your new role.&nbsp;
Prioritize quality over quantity.
It can be tempting to bulk up your resume with as many skills as possible, but this approach only creates extra clutter for recruiters to wade through. Instead, use the skills listed under the role you want to go after as a guide to determine which of your transferable skills to showcase. Then, use your findings to inform what you share online, in your resume, and in conversations with potential employers.&nbsp;
Remember, you don&rsquo;t have to strictly rely on your work experience to bring up transferable skills. You can include experiences in extracurricular activities, personal projects, and schoolwork too.&nbsp;
<h2>Showcasing Transferable Skills During Your Career Change</h2>
Once you have a good idea of which skills you can bring along with you to a new role, it&rsquo;s time to think about how, when, and where to highlight them during <a href="https://www.careercircle.com/blog/post/your-career-transition-how-to-conquer-change-with-confidence" target="_blank" rel="noopener">your career transition</a>.&nbsp;
<h3>On Your Resume&nbsp;</h3>
Your resume will often be the first thing a potential employer sees from you, so it&rsquo;s essential to make a positive first impression. Your resume should include relevant experiences, upskilling achievements, and of course, any transferable skills you bring to the table.&nbsp;
As you <a href="https://www.careercircle.com/resume-builder" target="_blank" rel="noopener">build or refine your resume</a>, don&rsquo;t hide your most relevant skills down in the experience section. Instead, break them out into a designated &ldquo;Skills&rdquo; section as a few brief bullet points, like:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="2">Project Management&nbsp;</li>
<li style="font-weight: 400;" aria-level="2">Asynchronous Communication&nbsp;</li>
<li style="font-weight: 400;" aria-level="2">User Research&nbsp;</li>
<li style="font-weight: 400;" aria-level="2">UX Strategy</li>
<li style="font-weight: 400;" aria-level="2">Programming Language Experience&nbsp;</li>
</ul>
You can also integrate your skills into your cover letter or outreach messages to employers. Rather than focusing solely on why you want to work for that specific organization, include a brief paragraph about yourself and what unique value you could bring to their workforce.&nbsp;
<h3>Through Your Online Presence</h3>
Your profiles on LinkedIn and other online talent marketplaces, like CareerCircle, are also highly valuable job search tools &mdash; and great places to show off your transferable skills. Be sure to add a headline and brief &ldquo;About&rdquo; section to all of your online accounts that include mention of your holistic experiences and transferable skills.&nbsp;
Not sure which skills or tendencies to include? A <a href="https://www.careercircle.com/traitify" target="_blank" rel="noopener">skills assessment</a> can help you identify your intangible strengths and career preferences so you can mention them on your profiles. These insights help you stand out from the crowd and give employers more insight into who you are as a person, not just what you do during your current nine to five.&nbsp;
<h3>During a Job Interview&nbsp;</h3>
It can be intimidating to bring up your transferable skills<a href="https://www.careercircle.com/blog/post/making-a-great-first-impression-five-tips-for-a-successful-interview" target="_blank" rel="noopener"> during a job interview</a> or phone call with a recruiter. You might think, &ldquo;What if they don&rsquo;t find this relevant?&rdquo; or, &ldquo;Is this the right time to bring these things up?&rdquo;
Live interactions are great opportunities for you to bring up transferable skills since they give recruiters and hiring managers the chance to ask follow-up questions. However, that doesn&rsquo;t mean you should spout off a vague list of talents. Wait for your past experience to come up naturally in the conversation, then provide real-world examples of how you used your skills in a previous role.&nbsp;
For example, just saying, &ldquo;I have experience managing large projects&rdquo; isn&rsquo;t nearly as insightful as, &ldquo;I once led a ten-person team through a multi-phased marketing campaign, while managing budget, timeline, and team schedules.&rdquo;
<h2>Unlock Transferable Skills and Fuel Your Career Change With CareerCircle&nbsp;</h2>
At CareerCircle, we believe candidates are much more than their resumes. We support job seekers with personalized online profiles and give them the tools they need to succeed in today's job market. On the flip side, we <a href="https://www.careercircle.com/blog/post/rethink-qualified-how-careercircle-champions-workforce-equity-equality" target="_blank" rel="noopener">challenge employers to #rethinkqualified</a> by changing the way they source and evaluate talent.&nbsp;
As a CareerCircle member, you'll gain access to guidance and resources to power every step of your career change. We'll help you identify your most valuable transferable skills, present them to hiring managers, and expand on them with tech-focused upskilling and training programs.&nbsp;
Ready to get started? 
<a href="https://www.careercircle.com/candidates/signup" data-gc-link="https://www.careercircle.com/candidates/signup">Become a CareerCircle member today!</a>

In this blog, you’ll learn all the need-to-know details about transferable skills, how to identify yours, and when to highlight them.

How Transferable Skills Help Your Career Change

In this blog, you’ll learn all the need-to-know details about transferable skills, like what they are, how to identify yours, and when to highlight them during your job search.

The 360° View of You: How Transferable Skills Can Help You Make a Career Change

Whether you're a mom returning to the workforce or bouncing back from pandemic-related unemployment, navigating your workforce re-entry can be intimidating, especially if you have a gap in your employment history.&nbsp;
A gap in employment can feel like a scarlet letter on your professional profile. Still, the reality is that most professionals take time away from work at one time or another during their careers.&nbsp;
When you're ready to return to work, you'll need to determine how and when to address your employment gap. You might also choose to pursue a new certification, revamp your resume, or sharpen <a href="https://www.careercircle.com/quizzes/interview-prep" rel="follow">your interview skills</a>&nbsp;as you prepare for the next step in your career journey.&nbsp;
This blog will explore several steps you can take to reignite your career after taking some time away from work.&nbsp;
<ol>
<li> Make a Realistic Game Plan.&nbsp;</li>
</ol>
Before diving back into the job market headfirst, consider everything that's changed since you were last employed. Evaluate your career goals and how they might've changed since you last <a href="https://www.careercircle.com/blog/post/five-ways-to-level-up-your-resume" rel="follow">updated your resume</a>&nbsp;or applied for open roles.&nbsp;
You should also use this opportunity to assess how well your professional and personal goals fit together. Perhaps you have less travel availability or need schedule flexibility to care for your children. Or maybe you're looking to move away from a high-demand position into something that offers more work-life harmony.&nbsp;
Use your revised <a href="https://www.careercircle.com/blog/post/navigating-your-career-journey-5-ways-to-reach-your-career-development-goals" rel="follow">career development goals</a>&nbsp;and priorities to set realistic expectations for your job search. Create a definitive list of required skills, and don't go after high-ranking positions if you're moving into a new industry. Instead, look for entry-level positions that align with any new skills or certifications you've recently acquired. Use those as the first stepping stone into this new phase in your professional development.
The planning stage is also the ideal time to research job titles and positions in your desired field. If you aren't making a drastic <a href="https://www.careercircle.com/blog/post/your-career-transition-how-to-conquer-change-with-confidence" rel="follow">career switch</a>, there's a high probability that certain things about your industry have changed, like the software proficiencies required for a role or how much experience is standard for a mid-level position.&nbsp;
Spend some time researching your industry and the leading organizations within it. Look up adjacent job titles and explore all the ways you can apply your skillsets to a new role, even if the role looks a bit different on paper than you expected. For example, you might find that your new Salesforce Administrator certificate would work well in a Business Analyst role, even if "Salesforce" doesn't appear in the job title.&nbsp;
Use all of your findings from above to create a high-level roadmap that includes:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="1">An overview of your primary career goals and milestones</li>
<li style="font-weight: 400;" aria-level="1">Must-haves and nice-to-haves for your next role&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Any certifications or courses you need to complete&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">A rough timeline that covers when you plan to start applying for new jobs&nbsp;</li>
</ul>
Your roadmap might change as your career journey progresses, but the framework will help you keep a clear eye on your priorities and how you're tracking toward your long-term career goals, even if you take an unexpected path to reach them.
<ol start="2">
<li> Include the Gap on Your Resume.&nbsp;</li>
</ol>
It can be tempting to leave your gap in employment off of your resume, especially since adding it there likely means you'll have to address it during an intro call or interview. However, omitting your gap in employment actually leaves recruiters to fill in the blanks themselves. And even if your work gap was for something above-board, that empty space can raise a red flag and leave employers wondering if you're hiding something about your employment history.&nbsp;
Rather than shying away from your employment gap, <a href="https://www.careercircle.com/resume-builder" rel="follow">address it head-on on your resume</a>. You can format your gap in employment as a line item to the effect of "Out of work due to...[insert explanation]." You don't have to give reviewers the nitty-gritty details, but it's a good idea to provide an overview of your gap, like:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="1">Time off for maternity + parental leave</li>
<li style="font-weight: 400;" aria-level="1">Took a 12-month break from the workforce to pursue an Associate's Degree</li>
<li style="font-weight: 400;" aria-level="1">Took a sabbatical to focus on professional development</li>
</ul>
Use this section to highlight any <a href="https://www.careercircle.com/blog/post/upskilling-yourself-for-tomorrows-economy" rel="follow">upskilling</a>&nbsp;you completed or adjacent skillsets you picked up outside the corporate world, like budgeting as the head of your household or project management for an event at your child's school. This will help proactively answer any questions the recruiter may have and give them more insight into your background. Plus, it shows them that you're being transparent and upfront on your application.&nbsp;
<ol start="3">
<li> Brush Up on Your Interview Skills.&nbsp;</li>
</ol>
Your resume is the first place you'll need to tackle your gap in employment, but you should also prepare to <a href="https://www.careercircle.com/blog/post/making-a-great-first-impression-five-tips-for-a-successful-interview" rel="follow">touch on it during job interviews</a>. It's helpful to practice how you'll approach the subject before you walk into your first interview to help calm your nerves and frame your time off in the best way possible.&nbsp;
Depending on your reason for temporarily leaving the workforce, you might even work your employment gap into your elevator pitch so you can get it out in the open as soon as possible and give interviewers a quick overview of your career journey so far.&nbsp;
Practice a concise and straightforward explanation, and highlight your productivity and development during your time away. Rather than simply stating, "I took a six-month gap in employment last year," say something like, "I took six months off last year to upskill in IT support," or "I took six months off last year to spend some quality time with family." From there, you can showcase any new skills or proficiencies you picked up while you were away from the workforce.&nbsp;
Remember, there's no reason to dwell on your gap once you've explained it at the start of your interview. Your gap in employment was likely much shorter than the amount of experience you have, so pivot the conversation back to what you bring to the table today and show interviewers the complete view of you rather than letting that period of time dictate the tone of your interview.&nbsp;
Power Your Return to Work With CareerCircle
No matter how you approach your return to work, don't let your employment gap define the future of your career. The most important thing to do is demonstrate your intent to move forward&mdash;and <a href="https://www.careercircle.com/blog/post/building-the-360deg-view-of-you-how-to-develop-a-job-skills-inventory" rel="follow">your holistic skillset</a>&mdash;to your potential employers and give yourself a bit of grace along the way.&nbsp;
At CareerCircle, we help candidates navigate every step of their job search and <a href="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers" rel="follow">match them to right-fit employers</a>&nbsp;through our exclusive talent network.&nbsp;
Members gain access to upskilling resources, mentorship, career coaching, and more. Our mentorship team can help you define your career goals, revamp your resume, prepare for job interviews, and more through our free, candidate-focused online platform.
<a href="https://www.careercircle.com/candidates/signup" rel="follow">Become a CareerCircle member </a>today to get started.

This blog will explore several steps you can take to reignite your career after taking some time away from work.

Three Ways to Address a Gap in Employment

Whether you're a mom returning to the workforce or bouncing back from pandemic-related unemployment, navigating your workforce re-entry can be intimidating, especially if you have a gap in your employment history.

Your Return to Work: Three Ways to Address a Gap in Employment

Regardless of your professional past or future career goals, searching for a job is often equal parts rewarding and challenging. From unresponsive employers to pages-long applications, there are many elements of the job search that might leave you feeling discouraged, unmotivated, or simply worn out.
When your job search takes longer than planned, or your applications don't get noticed like you expected them to, it's easy to fall victim to job search fatigue. You might ask yourself questions like:
<blockquote>What's the best way to bounce back from a string of rejected job applications?</blockquote>
<blockquote>How can I make the job search process less overwhelming?</blockquote>
<blockquote>Why haven't I performed at my best during my most recent job interviews?</blockquote>
It can be hard to stay motivated during your job search, especially if you've had trouble finding relevant positions or haven't heard back from your top picks. However, there are several ways to fight back against job search fatigue and maintain your motivation until day one of your new career.
<h2>Eight Ways to Overcome Job Search Fatigue</h2>
<h3>1. Make a Game Plan</h3>
When you start your job search, you might want to dive headfirst into recommended jobs on LinkedIn or start scouring talent marketplaces for a list of current openings. Unfortunately, a fast and furious approach to job hunting doesn't set you up for success.
Rather than rushing into applications and interviews, plan out your job search and equip yourself with the tools and resources you need to succeed. Be sure to update your resume and online profiles ahead of time, and consider using career counseling or coaching services to prepare for the job market.
Tip: Use CareerCircle's free <a href="https://www.careercircle.com/resume-builder" data-gc-link="https://www.careercircle.com/resume-builder" target="_blank" rel="noopener noreferrer">Resume Builder</a> to create a professional, up-to-date resume in minutes, upload it to your candidate profile, and save a copy for future reference. 
<h3>2. Maintain a Positive Mindset</h3>
Perhaps the toughest part of job hunting is that your destiny isn't 100% in your control. Even with a standout resume, application, and cover letter, your fate still rests in the hands of each potential employer. The only thing you can control 100% is your attitude. Be kind to yourself and patient as you navigate your career journey.
Don't tie your worth or performance to whether or not you land an interview. It's easy to fall into a rut after a string of rejections or lack of outreach from recruiters. Eventually, something will land in your favor. If you're having a run of bad luck, take a step back to make sure you're applying to relevant jobs, or try tweaking your search filters.
Tip: Don't let delays discourage you! Some organizations start recruiting for jobs months in advance. Delays are more likely a reflection of their timeline rather than a reflection of you. 
<h3>3. Don't Undersell Yourself</h3>
Is self-doubt delaying your job search? Imposter syndrome is likely to blame. Many candidates don't apply to the jobs they want because they don't feel qualified or because their resumes don't mirror the qualifications listed on the online posting. It's intimidating to apply for a brand new job, especially if your resume isn't chock full of relevant experience. However, you shouldn't take yourself out of the running prematurely.
If you let imposter syndrome creep in, you'll likely end up stuck in job-search limbo, where you browse for open positions but never hit "send" on any of your applications. You won't find the right opportunity unless you apply for it. What's more, today's employers are much more receptive to <a href="https://www.careercircle.com/blog/post/off-to-a-skilled-start-5-important-skills-youll-need-in-2021" data-gc-link="https://www.careercircle.com/blog/post/off-to-a-skilled-start-5-important-skills-youll-need-in-2021" target="_blank" rel="noopener noreferrer">adjacent skills</a> and on-the-job training than they used to be and less concerned with hard skills and years of experience.
Tip: Apply for any position that's relevant to your skill sets and passions. The best way to overcome self-doubt is to apply anyway and wait to see how each opportunity plays out. 
<h3>4. Find Ways to Stay Motivated</h3>
It's easy to take rejection personally, especially when you've put so much time and effort into <a href="https://www.careercircle.com/blog/post/five-ways-to-level-up-your-resume" data-gc-link="https://www.careercircle.com/blog/post/five-ways-to-level-up-your-resume" target="_blank" rel="noopener noreferrer">building your resume</a> and applying to jobs. However, it's important to remember that each application puts you a step closer to your dream job. Staying positive in the face of adversity is the best way to find the right opportunity for you.
When you feel discouraged or burnt out, take a few days off from your job search tasks. Resist the temptation to rewrite your resume line-by-line or over-analyze recent interactions with recruiters. Instead, step away from the computer for a bit and plan a fun or relaxing activity to get your mind off of job hunting.
Tip: Pursue a hobby or participate in volunteer work to give yourself a break from the job hunt and add transferable skills to your resume. 
<h3>5. Upskill in the Interim</h3>
If you notice an employer requires proficiency in a specific tool or skill set, <a href="https://www.careercircle.com/blog/post/youve-got-skills-the-importance-of-upskilling-in-todays-job-market" data-gc-link="https://www.careercircle.com/blog/post/youve-got-skills-the-importance-of-upskilling-in-todays-job-market" target="_blank" rel="noopener noreferrer">use upskilling resources</a> to learn the appropriate skills while applying or waiting to hear back from a recruiter.
This shows employers that you're actively pursuing the opportunity, not casually applying to random jobs. As the application process and your upskilling courses progress, you'll have brand new skills to showcase during interviews with hiring managers.
Tip: Check out the "preferred qualifications" section of each job posting to identify which certifications or skill sets will help you stand out from other applicants.
<h3>6. Set Up Job Alerts</h3>
Juggling applications, interviews, and new job postings can make for a time-consuming job search. The good news is, several talent marketplaces, including <a href="https://www.careercircle.com/candidates" data-gc-link="https://www.careercircle.com/candidates" target="_blank" rel="noopener noreferrer">the CareerCircle platform</a>, allow you to set up automatic job alerts.
Job alerts are a quick, easy way to create a passive inflow of open job postings and stay up-to-date on the latest opportunities. Simply set up alerts by title, and you'll receive a daily or weekly digest of open opportunities right in your email inbox.
Tip: Search for adjacent job titles by Googling "[desired title] adjacent job titles" to expand your options and set alerts for common variations of the job title you want. 
<h3>7. Be Open to Feedback</h3>
Everyone gets pre-interview jitters. Whether it's your first interview or your tenth, you might feel self-conscious and worry about how interviewers will perceive you. <a href="https://www.careercircle.com/blog/post/making-a-great-first-impression-five-tips-for-a-successful-interview" data-gc-link="https://www.careercircle.com/blog/post/making-a-great-first-impression-five-tips-for-a-successful-interview" target="_blank" rel="noopener noreferrer">Job interviews</a> are designed to help employers get to know you and assess your skills more in-depth than they can on your resume. However, these events also leave many candidates feeling vulnerable or self-conscious about how they present themselves to future employers.
Remember that every interaction you have with recruiters or hiring managers is a learning opportunity. Rather than seeing rocky interviews as a loss, you can use the interviewer's feedback to reshape your job search, <a href="https://www.careercircle.com/quizzes/interview-prep" data-gc-link="https://www.careercircle.com/quizzes/interview-prep" target="_blank" rel="noopener noreferrer">brush up on your interview prep</a>, or reframe the way you talk about yourself in the future.
Tip: If an employer rejects your application post-interview, reach out over email and ask if they can share additional feedback. Anything you learn from them will help you refine your approach moving forward. 
<h3>8. Create a Realistic Routine</h3>
Motivation and work ethic can carry you a long way. However, the most successful job search strategies strike the right balance between proactive and aggressive. You shouldn't be afraid to commit time to your job hunt, but you should give yourself realistic limitations on how much time you spend searching and applying each day.
Filling out applications all day can leave even the most motivated job seeker feeling burnt out. Break your job search tasks up into time blocks and schedule them out to align with the rest of your daily activities. Be sure to give yourself breaks between tasks to help prevent burnout and without derailing your routine.
Tip: Give yourself a screen-free break from job hunting every couple of hours. Try getting outside, grabbing a bite to eat, or spending some time with a friend to distract your mind and give your eyes a rest. 
<h2>Power Your Job Search with CareerCircle</h2>
At CareerCircle, we help candidates navigate every step of their job search and <a href="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers" data-gc-link="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers" target="_blank" rel="noopener noreferrer">match them to right-fit employers</a> through our exclusive talent network.
Members gain access to upskilling resources, mentorship, career coaching, and more. Our mentorship team can help you revamp your resume, <a href="https://www.careercircle.com/blog/post/navigating-your-career-journey-5-ways-to-reach-your-career-development-goals" data-gc-link="https://www.careercircle.com/blog/post/navigating-your-career-journey-5-ways-to-reach-your-career-development-goals" target="_blank" rel="noopener noreferrer">map out your career development goals</a>, prepare for job interviews, and more through our free, candidate-focused online platform.
Create a candidate profile today to present the 360&deg; view of your skills and talents to hiring managers in your target industry.
[<a href="https://www.careercircle.com/candidates/signup" data-gc-link="https://www.careercircle.com/candidates/signup" target="_blank" rel="noopener noreferrer">Become a Member</a>]

It's hard to stay motivated during your job search, so we created these 8 steps to boost your self-esteem and prepare you for success!

Combat Job Search Fatigue with These 8 Tips

Regardless of your professional past or future career goals, searching for a job is often equal parts rewarding and challenging. From unresponsive employers to pages-long applications, there are many elements of the job search that might leave you feeling discouraged, unmotivated, or simply worn out.

Your Career Journey: Learn How to Combat Job Search Fatigue with These Tips

The job market has transformed over the last few years, primarily due to the pandemic and accompanying Great Resignation. As employers face staffing shortages, employees rethink their career trajectory, and remote work takes center stage, building a team looks a lot different today than in years past.
In this blog, we'll recap the major changes to the job market in recent years and explore the trends that are reshaping the hiring experience for employers and candidates alike.
<h2>How Staffing Shortages Changed the Job Market </h2>
<h3>For Employers</h3>
In 2020, employers rushed to keep up with the rapid disruption of COVID, sending in-office employees home and deploying new remote work solutions to maintain operations.
They soon realized that the pandemic would also increase employee attrition as the Great Resignation swept the globe in 2020 and 2021. Employees left their jobs for many reasons, and the resulting staffing shortages forced employers to rethink their hiring and retention strategies.
But the effects of COVID-19 weren't all bad. The rise in remote work coupled with an increase in resignations gave employers in many industries access to larger talent pools than they had pre-pandemic. Today, the job market is chock-full of high-quality candidates looking to take the next step in their career journey.
Because of this, employers are shifting their focus away from hard skills and years of experience in favor of <a href="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers" data-gc-link="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers" target="_blank" rel="noopener noreferrer">candidates who possess the right soft skills</a> and fit in with company culture. While hard skills are valuable, they're also teachable&mdash;through on-the-job training programs, continued learning opportunities, and upskilling courses. Interpersonal skills like communication, time management, and collaboration are harder to teach yet essential for building highly communicative, adaptable distributed teams.
<h3>For Candidates</h3>
The pandemic put financial and emotional stress on nearly every member of the population. Children dove headfirst into remote learning, businesses closed or suspended operations, and many people faced layoffs or general uncertainty about their professional futures.
As a result, people began to <a href="https://www.careercircle.com/blog/post/navigating-your-career-journey-5-ways-to-reach-your-career-development-goals" data-gc-link="https://www.careercircle.com/blog/post/navigating-your-career-journey-5-ways-to-reach-your-career-development-goals" target="_blank" rel="noopener noreferrer">redefine their career paths</a>. Some chose to leave the corporate world in favor of a sabbatical or self-employment. Others used their extra time at home to get certified in a new industry or expand their existing skillsets.
The pandemic also allowed employees to step back and assess their employers. Many found that they were under-appreciated, insufficiently compensated, or poorly set up for career advancement in their current roles.
Now, they're on the hunt for a job where they can achieve their personal career goals, enjoy more flexibility, and work for an organization that aligns with their values. These candidates seemingly have the upper hand since the last several years' events created a job market with roughly <a href="https://www.cnbc.com/2022/01/04/rapid-quitting-and-hiring-will-continue-in-2022-despite-omicron-wave-economists-say.html" data-gc-link="https://www.cnbc.com/2022/01/04/rapid-quitting-and-hiring-will-continue-in-2022-despite-omicron-wave-economists-say.html" target="_blank" rel="noopener noreferrer">65 unemployed workers for every 100 job openings</a>. 
Today's candidates can negotiate for higher salaries and better benefits. They're also likely receiving multiple job offers at once as employers work quickly to place new hires in their open roles.
<h2>Four Trends Shaping the Talent Industry</h2>
<h3>1. Remote/Hybrid Flexibility</h3>
Even as physical office spaces re-open, remote flexibility is the key to attracting and retaining top talent. The pandemic showed even the most remote-averse organizations that their employees were as productive or even more productive at home compared to the office. On the flip side, employees began enjoying the flexibility, comfort, and safety of remote work.
Today's job market depends heavily on remote and hybrid flexibility. A significant number of employees consider location independence a non-negotiable element of their work. Employers with a pre-pandemic mindset will struggle to hire and retain talent as onsite benefits like meals, fitness centers, and other office amenities become less and less desirable.
The good news is that offering remote flexibility doesn't just help organizations <a href="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" data-gc-link="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" target="_blank" rel="noopener noreferrer">attract high-quality employees</a>; it also eliminates the geographic limitations of in-person work. Rather than limiting their efforts to a specific zip code or state, they can connect with eager job seekers across the country or even on the other side of the world.
Takeaway: Embrace remote and hybrid working models, and be sure the location details of each open role are clear and easy to find on job boards. 
<h3>2. Company Culture</h3>
Fifty-nine percent of people who left a job in 2021 did so because <a href="https://www.edelman.com/sites/g/files/aatuss191/files/2021-08/2021EdelmanTrustBarometerSpecialReport_TheBelief-DrivenEmployee.pdf" data-gc-link="https://www.edelman.com/sites/g/files/aatuss191/files/2021-08/2021EdelmanTrustBarometerSpecialReport_TheBelief-DrivenEmployee.pdf" target="_blank" rel="noopener noreferrer">they wanted to work for a company that better fit their values</a>.
Reliable pay and good benefits are valuable, but a positive work environment plays a significant role in helping employers stand out above other companies and retain top talent in the long term. Across the board, job seekers want to work for companies that align with their values, prioritize diversity and inclusion, and give them a sense of fulfillment.
Employers can no longer get by with a catchy mission or vision statement. During their interviews, candidates will ask about culture and values, and employers who don't deliver on these items will likely miss out on top talent. 
In 2022, employers are actively promoting their culture and preparing hiring managers to answer questions about brand values, work-life balance, inclusion, and other critical aspects of company culture. They're also looking at their employer brand and refining elements like their core values, mission statement, and online presence to attract top-tier talent.
Takeaway: Present your company's brand and values to potential employees early, often, and consistently. Then, be sure your behind-the-scenes culture aligns with your public-facing brand. 
<h3>3. Diversity and Inclusion</h3>
Today, 76% of job seekers <a href="https://www.glassdoor.com/blog/glassdoors-diversity-and-inclusion-workplace-survey/#:~:text=More%20than%203%20in%204,evaluating%20companies%20and%20job%20offers." data-gc-link="https://www.glassdoor.com/blog/glassdoors-diversity-and-inclusion-workplace-survey/#:~:text=More%20than%203%20in%204,evaluating%20companies%20and%20job%20offers." target="_blank" rel="noopener noreferrer">consider a diverse workforce a critical factor</a> when evaluating companies and job offers. They're looking for employers who go beyond inspiring commitments to bring more thought diversity and equitable hiring practices into their day-to-day operations.
The events of 2020 prompted employers to think about DE&amp;I through the lenses of gender, race, sexual orientation, accessibility, and more. Still, enacting measurable changes to back up their DE&amp;I commitments is a work in progress for many.
Today, companies don't have to be located in an area with a diverse population to bring more DE&amp;I opportunities to the table since they can connect with candidates worldwide. The overwhelming rise in remote work is helping employers fuel <a href="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" data-gc-link="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" target="_blank" rel="noopener noreferrer">equitable hiring practices</a>.
Employers are pursuing remote opportunities to attract more talent and diversify their workforce to bring a greater variety of perspectives into their organization. They're also taking a long, hard look at their current talent acquisition practices. DE&amp;I leaders are looking for new opportunities to champion equitable hiring and <a href="https://www.careercircle.com/blog/post/advocacy-in-action-what-is-the-opportunity-divide-in-the-workforce" data-gc-link="https://www.careercircle.com/blog/post/advocacy-in-action-what-is-the-opportunity-divide-in-the-workforce" target="_blank" rel="noopener noreferrer">connect with candidates from underserved communities</a>, like veterans, workforce returners, and BIPOC women.
Takeaway: Prioritize thought diversity and equity in all of your hiring efforts. Take the perspectives of your current employees and potential ones into account across DE&amp;I initiatives. 
<h3>4. Candidate Experience</h3>
In the past, employers could take weeks or even months to follow up with candidates about an application or interview. Candidates spent long hours waiting for a phone call or email, and some were even ghosted by potential employers early on in the hiring process.
Today, candidates often interview with and receive offers from several companies at once. And hiring managers want to accelerate and innovate their hiring processes to keep great employees from slipping through the cracks.
This doesn't mean hiring managers plan to rush candidates through interviews and evaluations. Instead, they're limiting interviews to only include relevant stakeholders. They're also significantly reducing the feedback window and aiming to follow up with candidates immediately after they submit an application or attend an interview.
At the same time, candidates have changed their approach to job interviews in light of current staffing shortages. They're becoming more selective and active in their candidacy by interviewing their employers about compensation, culture, inclusion, and more from the first touch. Some candidates will withdraw their application after a negative interview or lack of responsiveness from a potential employer.
Employers need to prioritize candidates at every stage of the hiring process, not just when they're putting together an offer letter. Recommendations include:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Create a concise job posting that details qualifications, benefits, and what to expect in the role.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet"><a href="https://www.careercircle.com/blog/post/building-proactive-talent-partnerships-4-reasons-companies-use-staffing-agencies" data-gc-link="https://www.careercircle.com/blog/post/building-proactive-talent-partnerships-4-reasons-companies-use-staffing-agencies" target="_blank" rel="noopener noreferrer">Share open roles on job boards</a> and social platforms to spread the word.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Tell candidates what to expect during the evaluation and interview process.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Stick to your word when it comes to response times and feedback.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Present offers to your top picks sooner rather than later.</li>
</ul>
Takeaway: Adjust your hiring processes to meet candidates' expectations. Focus on timeliness and transparency to keep up with the fast-moving job market. 
<h2>Navigate the Ever-Changing Job Market with CareerCircle </h2>
It's easy to look at the numbers and think we're operating in a candidates' market. And while job seekers in 2022 definitely have an advantage, employers are reaping pandemic-era benefits too.
Many qualified candidates are <a href="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" data-gc-link="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" target="_blank" rel="noopener noreferrer">returning to the market </a>and exploring new career opportunities. The geographic limitations of in-person work are fading away, and employers are quickly expanding their talent pools.
At CareerCircle, we take a multi-faceted approach to workforce development. We connect job seekers with career resources, <a href="https://www.careercircle.com/blog/post/youve-got-skills-the-importance-of-upskilling-in-todays-job-market" data-gc-link="https://www.careercircle.com/blog/post/youve-got-skills-the-importance-of-upskilling-in-todays-job-market" target="_blank" rel="noopener noreferrer">upskilling</a>, and new professional opportunities. We also make it easy for employers to adapt to current trends and connect with new candidates through an online platform that streamlines job creation, talent searches, and applicant evaluation through a single, easy-to-use dashboard.
Are you looking for more ways to grow your talent pipeline, overcome staffing shortages, and reach top-performing candidates?
Download our free talent pipeline checklist for 10 actionable tips to help you level up your hiring efforts.

From remote work to company culture, see how pandemic-era staffing shortages have shaped today's job market for both employers & candidates.

How Staffing Shortages Have Impacted the Job Market

As employers face staffing shortages, employees rethink their career trajectory, and remote work takes center stage, building a team looks a lot different today than in years past.

The Future of Work: How Pandemic-Era Staffing Shortages Have Impacted the Job Market

<h2>What is Candidate Experience?</h2>
As the name suggests, candidate experience refers to each job seeker's experience with your brand throughout the application and hiring process. If you asked candidates to rate your company's candidate experience, the results would indicate how they feel about your company based on your hiring processes.
Candidates' feelings heavily influence whether or not they proceed with their application or accept your job offer&mdash;which means your company's candidate experience directly impacts the future of your workforce. A great candidate experience can <a href="http://resources.glassdoor.com/rs/899-LOT-464/images/50hr-recruiting-and-statistics-2017.pdf" data-gc-link="http://resources.glassdoor.com/rs/899-LOT-464/images/50hr-recruiting-and-statistics-2017.pdf" target="_blank" rel="noopener noreferrer">improve the quality of your new hires by 70%</a>. A subpar one can leave you with fewer qualified candidates in the pipeline and a negative online reputation.
<a href="https://www.careercircle.com/blog/post/the-future-of-work-how-pandemic-era-staffing-shortages-have-impacted-the-job-market" rel="follow">In today's job market</a>, highly skilled employees are in high demand, and they're often in contact with several potential employers simultaneously. The ones that take weeks to respond or make their candidates jump through hoops won't attract top-quality talent.
<h2>Five Ways to Improve Candidate Experience</h2>
Here are several ways your team can improve candidate experience and make the application process frictionless from the first touch to the final job offer.
<h3>1. Write clear, compelling job descriptions.</h3>
A well-written job description is the first step toward hiring the right talent. Your company's job postings should give candidates a good idea of what they can expect from the job itself and your organization.
Remember, the goal of a job description is to <a href="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers" data-gc-link="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers" target="_blank" rel="noopener noreferrer">attract candidates to an open role</a>, not to brag about your organization or show off your creative writing skills. Candidates may read dozens of postings in a single sitting, so clarity and scannability go a long way. Here are a few best practices to keep in mind:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Keep it short and sweet. Lead with the information that job seekers value most&mdash;like compensation, requirements, and benefits&mdash;and sprinkle culture conversations and "about us" content further down the page. Shorter job descriptions (300 words or less) convince candidates to apply 8.4% more often than the average 600-800 word post.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Use clear language. Every industry has unique buzzwords and phrases, but you don't have to work them all into your job descriptions. Avoid clich&eacute;s and overused jargon and make sure qualifications are easy to understand. For example, "writes all email marketing content" is much easier to read than "collaborates with a team of creative geniuses to deliver impactful messages right to our customers' inboxes."</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Separate must-haves and nice-to-haves. A job description with a laundry list of requirements can intimidate candidates and stop them from applying. As you put together each job post, list your non-negotiable requirements and nice-to-haves in separate lists. These designations make it easy for candidates to skim the page and see if they're a good fit while also giving you the option to surface your new hire 'wish lists' early on in the application process.</li>
</ul>
<h3>2. Reduce your time to hire.</h3>
Today's job market is all about efficiency. Gone are the days when applicants faced days or even weeks of radio silence after inquiring about an opportunity. Instead, employers are speeding up the recruitment cycle wherever possible to avoid keeping candidates waiting. The more time you take to get back to a candidate, the more competitive offers they'll see from other employers.
If someone applied to one of your job posts, they likely applied to several other openings around the same time, and they're more likely to accept offers that come through sooner rather than later. What's more, <a href="https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/study-most-job-seekers-abandon-online-job-applications.aspx" data-gc-link="https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/study-most-job-seekers-abandon-online-job-applications.aspx" target="_blank" rel="noopener noreferrer">60% of candidates have backed out of an application </a>due to the length or complexity of the employer's hiring process.
Set internal guidelines about how and when to follow up with candidates at each step in the hiring process. Even if there are inevitable delays, you can improve candidate experience by reducing your time to hire as much as possible. Candidates want <a href="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" data-gc-link="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" target="_blank" rel="noopener noreferrer">an efficient hiring process</a> and a potential employer that provides timely updates along the way, so be sure you keep in touch and pass along updates as soon as you have them.
<h3>3. Tell candidates what to expect throughout the process.</h3>
<a href="https://resources.careerbuilder.com/careerbuilder/2016-careerbuilder-candidate-behavior-study-hiring-manager-findings-3" data-gc-link="https://resources.careerbuilder.com/careerbuilder/2016-careerbuilder-candidate-behavior-study-hiring-manager-findings-3" target="_blank" rel="noopener noreferrer">Nearly 90% of job seekers</a> say clear expectations from employers would improve candidate experience. Knowing what to expect can ease candidates' anxiety, nervousness, and confusion. It can also help recruiters and job seekers stay on track throughout the hiring process. However, it's critical to look at the value of expectation settings for both parties, not just the people applying to come work for you.
Set expectations with candidates about your company's role in the hiring process by answering questions like:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">What are all the steps of the application process? How long will each one take?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">What do they need to include in their application?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">How many rounds of interviews or assessments will they complete?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">When should they expect to hear back from your team after the final interview?</li>
</ul>
Laying out the details upfront will keep your team and your applicants accountable and bring transparency to a task that can be pretty intimidating. Avoid feeding candidates small details over time or waiting to complete each step in the process before you tell them about the next one.
This approach gives both parties realistic expectations and helps you stick to your target hiring timeline. Plus, it offers candidates the opportunity to ask questions or get clarification on certain parts of the hiring process so they can <a href="https://www.careercircle.com/quizzes/interview-prep" data-gc-link="https://www.careercircle.com/quizzes/interview-prep" target="_blank" rel="noopener noreferrer">put their best foot forward during interviews</a> and other important milestones.
<h2>4. Follow up early and often.</h2>
Timely communication is one of the most critical elements of the hiring process and one of the most challenging things for employers to get right. An influx of applications is a positive sign for your organization but one that can leave you and your recruiting team overwhelmed or behind on essential follow-up tasks.
It's tempting to give yourself an extended buffer between interviews or save all of your unread emails for one day of the week. However, these delayed follow-ups negatively affect candidates and your hiring efforts as a whole. Fifty-two percent of candidates say <a href="https://resources.careerbuilder.com/guides/candidate-experience-guide" data-gc-link="https://resources.careerbuilder.com/guides/candidate-experience-guide" target="_blank" rel="noopener noreferrer">lack of response from employers is their biggest frustration</a> in the hiring process, which means employers with slow response times will miss out on some of their top choice candidates.
Here are several best practices that can help standardize your teams' follow-up efforts:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Don't put off your rejection emails. No one likes being the bearer of bad news, but getting back to applicants on time, no matter the news, will show candidates that you value their time. Prompt updates also empower them to make their next career move as soon as possible, whether that means coming in for an interview or moving on to their next opportunity.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Streamline interview scheduling. If your organization follows a multi-phase interview process, schedule as many interviews as possible simultaneously. This strategy will help you keep your hiring time low and provide candidates with helpful details about where and when each meeting will occur.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Respond to candidate thank you notes. During the interview phase, you'll likely receive thank you or follow-up emails from candidates after phone, Zoom, or in-person interviews. Acknowledging and responding to these sentiments makes candidates feel appreciated and demonstrates that your organization is well-organized and genuinely cares about its job applicants.</li>
</ul>
<h2>5. Give and ask for feedback.</h2>
Feedback is an invaluable asset at any stage in someone's career journey, but it's especially beneficial in the hiring process.
Some hiring professionals might be reluctant to reach out after a rocky interview, but <a href="https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/Ultimate-List-of-Hiring-Stats-v02.04.pdf" data-gc-link="https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/Ultimate-List-of-Hiring-Stats-v02.04.pdf" target="_blank" rel="noopener noreferrer">94% of candidates want to receive interview feedback</a> from potential employers. Each time you provide a candidate with feedback&mdash;whether positive or negative&mdash;you're allowing them to reshape their approach to the job hunt, grow their soft skills, or boost their confidence for future opportunities.
Commit to providing feedback for every candidate, even those you don't hire. A simple email recap can go a long way to boost candidates' morale before the next steps or guide them on where and how to improve their resume, interview skills, or professionalism.
Remember that hiring new talent is a two-way process. As you provide feedback to job seekers, don't forget to ask for some in return! Consider sending interviewees a short feedback survey after their interview concludes or directing them to an online portal where they can review and rate your entire hiring process once they complete it. The insights you uncover will help you improve candidate experience and increase the effectiveness of your current hiring tactics.
<h2>Improve Your Organization's Candidate Experience with CareerCircle</h2>
From developing your talent pipeline to revamping your application process, hiring new employees requires a lot from your team. The right staffing partner can help you balance time-sensitive hiring needs with your <a href="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" data-gc-link="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" target="_blank" rel="noopener noreferrer">long-term talent development efforts,</a> including experience improvements, proactive recruiting, and more.
At CareerCircle, we help employers develop end-to-end talent ecosystems and access new pipelines to overcome the traditional barriers their internal staffing teams often face. Our digital platform connects candidates to relevant career opportunities while expanding employers' talent pools and giving them more control over who and how they hire.
Ready to see how CareerCircle can help you transform your hiring process?
<a href="https://www.careercircle.com/employers/signup" data-gc-link="https://www.careercircle.com/employers/signup" target="_blank" rel="noopener noreferrer">Join the CareerCircle platform</a> for free to connect with recently upskilled candidates in your field.

Here are several ways your team can improve candidate experience and make the application process efficient and effective.

How to Improve Candidate Experience

Your company's candidate experience directly impacts the future of your workforce. Here are several ways your team can improve candidate experience and make the application process frictionless from the first touch to the final job offer.

A Human Approach to Hiring: How to Improve Candidate Experience

While current unemployment rates have improved since the peak of the pandemic, there are still <a href="https://www.bls.gov/news.release/empsit.nr0.htm" data-gc-link="https://www.bls.gov/news.release/empsit.nr0.htm" target="_blank" rel="noopener noreferrer">over six million unemployed job seekers </a>in the U.S. today. This fact, coupled with the ever-increasing demand for talent in tech and other popular industries, makes many of us wonder, "why are so many 'qualified' people unable to find a job?"
<h2>The Skills-to-Experience Deficit</h2>
Unfortunately, many candidates are up against the longstanding mindset that on-the-job experience is the only way to qualify someone for an open job opportunity. They complete multiple relevant certification courses in their desired field yet continue struggling to convince potential employers that they are qualified for a job.
The <a href="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" data-gc-link="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" target="_blank" rel="noopener noreferrer">talent deficit between skills and experiences</a> doesn't just make the job hunt frustrating for candidates; it also leads to missed opportunities and hiring delays for employers. They may spend upwards of six months searching for that perfect "unicorn" candidate&mdash;the one who brings on-paper certifications, a mountain of real-world experience, and a stellar work ethic to the table. Everybody wants to find that one new hire who will hit the ground running with virtually zero training or ramp time.
But what if this candidate burns out after a few months? Or what if they never existed in the first place? 
In truth, most employers' unicorn candidate doesn't exist, or at least, not in the way they're imagining. The qualities that set employees apart don't typically show up on a resume, and character traits like persistence, determination, responsibility, and a positive attitude can go a long way. Employees who look great on paper but have a horrible attitude or no motivation won't benefit your company in the long run.
So, how can employers <a href="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" data-gc-link="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" target="_blank" rel="noopener noreferrer">give job seekers equitable opportunities</a> and improve their employee talent development? It all starts with changing the way hiring professionals view building talent pipelines and the stories we are living by.
<h2>Myths About Employee Talent Development</h2>
<h3>1. We can't hire someone without experience because we don't have a training program.</h3>
Even the most experienced employees will need to be trained and onboarded into your company's specific operations. Plus, the candidates without a ton of formal job experience have likely <a href="https://www.careercircle.com/blog/post/upskilling-in-progress-3-steps-for-highlighting-your-proactivity-before-youre-fully-certified" data-gc-link="https://www.careercircle.com/blog/post/upskilling-in-progress-3-steps-for-highlighting-your-proactivity-before-youre-fully-certified" target="_blank" rel="noopener noreferrer">completed several relevant projects through upskilling</a> and certification courses. The tactical job functions and hard skills they'll need are much easier to train than the intangible things that make your employees great.
And for every moment an open role isn't filled, you are negatively impacting your ability to get a new product to market. You might have altered your decision criteria if you had known then what you know now. For example, if you had known a role was going to sit unfilled for six months, you could have hired a less experienced employee and trained them in the time you spent searching for someone who with more on-the-job experience.
<h3>2. We should have a four-year degree requirement for every job.</h3>
A four-year degree is extremely valuable, and there are certainly some roles where it's necessary for success. However, it's worth evaluating why organizations like Google and Apple have transitioned away from this requirement and what doors a similar transition may open for your organization.
In addition to historically low unemployment rates, the pace of technology is changing rapid y. Have you considered that the technology a student learns in their first year could be obsolete by the time they graduate? What is it about a four-year degree that you value, and is there another way to test if a candidate has aptitude beyond the degree?
As you refine your qualification criteria, look for other ways to assess each candidate's skills, proficiency, or knowledge in core job functions. You may find that someone who's been <a href="https://www.careercircle.com/blog/post/upskilling-yourself-for-tomorrows-economy" data-gc-link="https://www.careercircle.com/blog/post/upskilling-yourself-for-tomorrows-economy" target="_blank" rel="noopener noreferrer">recently upskilled in their field</a> has more relevant knowledge than someone who achieved a degree years ago, especially if they haven't had any employee talent development or continued learning opportunities.
<h3>3. Candidates without experience in our field won't bring enough value to our workforce.</h3>
The often-overlooked candidate isn't always someone looking for their first job with limited career experience. Veterans, women returning to the workforce, and candidates looking for a career change often face adversity when applying or interviewing for jobs with a rigid list of qualifications.
These candidates' raw technical skills might be new, but their contribution to the workforce is extensive. How does your organization value the work they have done against the roles currently available?
<h2>Changing How Employers Qualify Talent</h2>
Most salary bands and job descriptions reflect years of experience and degrees as their foundation. Moving away from this approach will take hard work. It will ask employers across industries to rethink what it means to be qualified
Rather than evaluating candidates based solely on their resume or previous job experience, we encourage you to <a href="https://www.careercircle.com/blog/post/rethink-qualified-creating-a-more-well-rounded-workforce" data-gc-link="https://www.careercircle.com/blog/post/rethink-qualified-creating-a-more-well-rounded-workforce" target="_blank" rel="noopener noreferrer">see them as people</a> and consider the 360&deg; view of who they are. Look at the skills, passions, and motivations that will make them a long-term asset to your company.
Consider how to adjust salaries and identify the employee talent development models you'll use to help new hires gain the experience they need. As you refine your hiring practices, consider questions like:
<ol>
<li data-gc-list-depth="1" data-gc-list-style="ordered">What do you value in a new hire, and how do you validate those strengths?</li>
<li data-gc-list-depth="1" data-gc-list-style="ordered">In addition to performance on coursework for technical skills, what assessments would you consider for soft skills and aptitude?</li>
<li data-gc-list-depth="1" data-gc-list-style="ordered">What is the makeup of your current team? How could you integrate someone with less practical experience?</li>
<li data-gc-list-depth="1" data-gc-list-style="ordered">Can you create programs like apprenticeships and <a href="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" data-gc-link="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" target="_blank" rel="noopener noreferrer">returnships</a> to support employee talent development and your hiring goals at the same time?</li>
<li data-gc-list-depth="1" data-gc-list-style="ordered">What is the risk of not exploring new strategies to build talent pools for your organization?</li>
</ol>
Your answers to these and similar queries will help you identify the most valuable assets new hires can bring to your organization and how to measure those assets before, during, and after the hiring process.
<h2>Connect the Dots with CareerCircle</h2>
At CareerCircle, we believe it's time to change how the industry evaluates talent. Our candidate resources help us <a href="https://www.careercircle.com/blog/post/advocacy-in-action-what-is-the-opportunity-divide-in-the-workforce" data-gc-link="https://www.careercircle.com/blog/post/advocacy-in-action-what-is-the-opportunity-divide-in-the-workforce" target="_blank" rel="noopener noreferrer">bridge the opportunity divide</a> in the workforce. On the flip side, our holistic talent pipeline support solutions help employers rethink what it truly means to be qualified for a role.
Together, these elements connect the dots between deserving candidates and great employers who are willing to champion equitable hiring in their operations.
Are you interested in filling your talent pipeline with recently upskilled candidates who will bring immeasurable value to your organization? Download our free talent pipeline checklist to get started.

The talent deficit doesn't just make finding a job hard; it also leads to missed opportunities and hiring delays for employers.

Changing the Way the Industry Views Employee Talent Development

The talent deficit between skills and experiences doesn't just make the job hunt frustrating for candidates; it also leads to missed opportunities and hiring delays for employers.

Rethink Qualified: Changing the Way the Industry Views Employee Talent Development

It can be tough to navigate your job search alone. From the laundry list of to-dos&mdash;like resume changes, applications, and interview scheduling&mdash;to long wait times between each step in the hiring process, you likely have a lot on your plate.
Even so, it can be intimidating to ask for help from a staffing or employment agency and even tougher to find an agency that will help you chart a course from hopeful to hired and offer much-needed guidance and support along the way.
Online employment agencies are some of the best free resources in the job market. The right one will help you tackle your job search with confidence.
So what sets top-tier online employment agencies apart from traditional staffing partners? And how do these organizations go beyond employer demands to support job seekers in their network? 
<h2>Employment Agencies Versus Staffing Agencies</h2>
While employment agencies and staffing agencies provide similar services, several key differences set them apart and dictate how candidates should leverage them when searching for jobs.
Staffing agencies typically focus on placing applicants in positions as quickly as possible. These organizations are designed to fill temporary roles, which means staffing agencies aren't ideal for candidates who want a long-term career in a particular industry or employers that want to <a href="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" data-gc-link="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" target="_blank" rel="noopener noreferrer">add lasting value to their workforce</a>. They technically staff the employees they place in open roles, which means a job seeker may land a position without interviewing directly with their new employers.
You might choose to work with a staffing agency if you want to dip your toes into a new industry or spend several months getting hands-on experience in a relevant field before moving on to something more permanent.
On the other hand, online employment agencies seek to place candidates in long-term positions and offer ongoing support for their employer partners. They traditionally provide more services than a staffing agency. They might even work with employers to backfill specific roles, expand talent pools, and create proactive hiring strategies that add value to their workforce over time. 
<h2>Four Ways Online Employment Agencies Support Job Seekers</h2>
The right employment partner can be your greatest asset in the job market. Below are several ways online employment agencies support candidates at every step of their career journeys.
<h3>1. Access to Current Opportunities</h3>
There's nothing more frustrating than reading the details of an open role, only to click "apply" and find out the posting is no longer active. Unlike job boards where anyone can post at any time, online employment agencies manage open roles on their sites to ensure they only present relevant, available opportunities to job seekers.
When you work with an employment agency, you'll gain access to jobs from employers in their dedicated network, with the confidence that postings are accurate, active, and come from reputable sources.
Your agency partner should also have <a href="https://www.careercircle.com/blog/post/3-benefits-of-working-with-a-recruiter" data-gc-link="https://www.careercircle.com/blog/post/3-benefits-of-working-with-a-recruiter" target="_blank" rel="noopener noreferrer">professional connections in your target industry or field</a>, which means they could access certain opportunities you can't find on Google or a public talent marketplace. They also serve as a trustworthy partner to each employer they work with, which puts you in a positive light even before your first call or interview.
<h3>2. Holistic Career Counseling</h3>
In an ideal world, we'd all have a perfectly composed career plan and accompanying checklist for what we want out of a job. In reality, it can be challenging to create an attainable career roadmap or even decide what positions you want to pursue. Not every career path or career development plan is linear, and it can feel overwhelming to tackle everything on your own.
Candidate-focused online employment agencies go beyond standard career matching to offer career counseling and advocacy services as well. Whether you're knee-deep in job applications or just starting to think about your next career move, your partner should support you with:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Career pathing and goal setting</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Resume updates and improvements</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Ongoing career mentoring</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Upskilling recommendations</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Apprenticeships and internships</li>
</ul>
You may even turn to an employment agency before your job search officially begins to <a href="https://www.careercircle.com/blog/post/navigating-your-career-journey-5-ways-to-reach-your-career-development-goals" data-gc-link="https://www.careercircle.com/blog/post/navigating-your-career-journey-5-ways-to-reach-your-career-development-goals " target="_blank" rel="noopener noreferrer">set career development goals</a>, explore potential career paths, or determine which upskilling courses you need to land your ideal role. 
<h3>3. Upskilling Courses and Resources</h3>
Upskilling is one of the best ways to advance your career and add tangible skills to your resume. As the name suggests, upskilling helps you learn a new technical skill or expand your proficiency in a specific field. Upskilling courses are typically online, and students earn an award or professional certificate upon course completion.
While staffing agencies are focused on finding you a job you already qualify for, the right employment partner can help you connect the dots between your existing skills and your future career goals. They'll offer access to upskilling courses, discounted resources, and unique apprenticeship opportunities to help you <a href="https://www.careercircle.com/blog/post/building-the-360deg-view-of-you-how-to-develop-a-job-skills-inventory" data-gc-link="https://www.careercircle.com/blog/post/building-the-360deg-view-of-you-how-to-develop-a-job-skills-inventory" target="_blank" rel="noopener noreferrer">grow your skillset</a> and prepare for the role you want.
After you complete each course, you'll be able to expand your professional network by connecting with your fellow graduates and instructors. These connections can help you identify job seekers with similar interests and employers looking for applicants with your skills and qualifications.
Upskilling gives you a tangible way to <a href="https://www.careercircle.com/blog/post/five-ways-to-level-up-your-resume" data-gc-link="https://www.careercircle.com/blog/post/five-ways-to-level-up-your-resume" target="_blank" rel="noopener noreferrer">present your skills on a resume</a> or job application. And while resumes aren't everything in the job market, they're often the first thing a recruiter sees when searching for new talent.
<h3>4. Self-Service Tools</h3>
You'll need to complete several tasks before and during your job search to make it a success. Along with applying to jobs, brushing up on your tech skills, and getting in touch with potential employers, you want to be sure your resume is in tip-top shape and you're <a href="https://www.careercircle.com/blog/post/making-a-great-first-impression-five-tips-for-a-successful-interview" data-gc-link="https://www.careercircle.com/blog/post/making-a-great-first-impression-five-tips-for-a-successful-interview" target="_blank" rel="noopener noreferrer">ready for that upcoming job interview</a>.
While you'll likely work on certain job search milestones with your mentor or a recruiter, it's also nice to have some flexible, autonomous tasks you can complete on your own. Online employment agencies that focus on holistic career support provide self-service tools for candidates in their talent network.
Look for an employment partner that provides helpful resources and powerful tools to fuel your job search. For example, CareerCircle's website offers a range of self-service career tools, including:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">A free <a href="https://www.careercircle.com/resume-builder" data-gc-link="https://www.careercircle.com/resume-builder" target="_blank" rel="noopener noreferrer">Resume Builder</a> that helps candidates create or update their resumes online in minutes.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">An <a href="https://www.careercircle.com/quizzes/interview-prep" data-gc-link="https://www.careercircle.com/quizzes/interview-prep" target="_blank" rel="noopener noreferrer">Interview Prep Quiz</a> that walks candidates through each phase of the interview process and tests their interview readiness.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet"><a href="https://www.careercircle.com/traitify" data-gc-link="https://www.careercircle.com/traitify" target="_blank" rel="noopener noreferrer">Traitify Assessments</a> that evaluate candidates' personalities and align them with potential career paths.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Interactive Intro Videos that candidates can display on their <a href="https://www.careercircle.com/candidates/signup" data-gc-link="https://www.careercircle.com/candidates/signup" target="_blank" rel="noopener noreferrer">Candidate 360&deg; profiles</a> to make great first impressions with employers.</li>
</ul>
In general, look for an employment partner focused on supporting its candidates rather than making them jump through hoops to apply for jobs or identify the next best steps in their career journeys. You may find this support in the form of career mentoring, insightful webinars and blog posts, or one-on-one coaching services with recruiters.
<h2>Power Your Job Search With CareerCircle</h2>
CareerCircle is more than an employment agency. We help each candidate navigate every step of their job search and <a href="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers" data-gc-link="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers" target="_blank" rel="noopener noreferrer">match them to right-fit employers</a> through our exclusive talent network.
Members gain access to upskilling resources, mentorship, career coaching, and more. Our team can help you revamp your resume, map out your career development goals, prepare for job interviews, and more through our free, candidate-focused online platform.
Create a candidate profile today to present the 360&deg; view of your skills and talents to hiring managers in your target industry.
[<a href="https://www.careercircle.com/candidates/signup" data-gc-link="https://www.careercircle.com/candidates/signup" target="_blank" rel="noopener noreferrer">Become a Member</a>]

Online employment agencies are some of the best free resources in the job market. Ready to tackle your job search with confidence?

How Online Employment Agencies Benefit Job Seekers

It can be tough to navigate your job search alone. From the laundry list of to-dos—like resume changes, applications, and interview scheduling—to long wait times between each step in the hiring process, you likely have a lot on your plate.

The Power of Partnership: How Online Employment Agencies Benefit Job Seekers

When you think about what it means to be "qualified," where does your mind go? Do you think about someone who has every required skill for the job? Do you picture a candidate that simply meets the criteria to fit a position and nothing else?
At CareerCircle, we believe those characteristics are just the tip of the iceberg.
We <a href="https://www.careercircle.com/blog/post/from-promises-to-progress-how-to-promote-equity-in-staffing-and-recruiting" data-gc-link="https://www.careercircle.com/blog/post/from-promises-to-progress-how-to-promote-equity-in-staffing-and-recruiting" target="_blank" rel="noopener noreferrer">promote workforce equity</a> by challenging America's employers to rethink what it means to be qualified for a role and reevaluate how they measure talent and potential to succeed.
<h2>What does it mean to be "qualified" for a job?</h2>
Today, the idea of a "qualified" candidate is so much different than it was been in the past. Recruiters and hiring teams are realizing the importance of taking in the big picture when considering someone for an open role, rather than relying on a standard resume to "grade" each applicant's fit for the job.
While it's essential to have the baseline skills that a position requires, it's just as crucial to have something of an "x-factor" on top of that.
Consider a stay-at-home mom, for example. Her<a href="https://www.careercircle.com/blog/post/how-to-uncover-the-hidden-soft-skills-you-already-own" data-gc-link="https://www.careercircle.com/blog/post/how-to-uncover-the-hidden-soft-skills-you-already-own" target="_blank" rel="noopener noreferrer"> list of intangibles</a> is every bit as deep and impressive as any of her traditional professional qualifications. There's no doubt that she's mastered budget management or the ability to handle challenging personalities during her time at home.
<h2>Changing the way the industry views talent</h2>
At CareerCircle, we believe that these are the kinds of skills that should be highlighted and celebrated when evaluating the workforce. We all have hidden potential: talents that are arguably more beneficial to a role than the standard ones that the job listing may require.
We acknowledge these hidden traits and look at the entire candidate to help them present their most authentic selves to potential employers. When we pledge to "rethink qualified," we're making a promise to <a href="https://www.careercircle.com/blog/post/advocacy-in-action-erasing-the-opportunity-divide-in-the-workforce" data-gc-link="https://www.careercircle.com/blog/post/advocacy-in-action-erasing-the-opportunity-divide-in-the-workforce" target="_blank" rel="noopener noreferrer">challenge a dated hiring process</a>. Our platform lets candidates show off the complete picture of who they are, not just what they've done in their previous jobs.
Our member profiles are designed to encapsulate everything that makes each candidate unique, including transferrable skills, personal passions, and experiences that play into their fit for a role. We also allow them to make a human connection with potential employers from the onset, with video introductions that encourage employers to consider more than resumes and technical skills.
When it comes to employers, we inspire them to <a href="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" data-gc-link="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" target="_blank" rel="noopener noreferrer">think differently about hiring</a>, and to take the entire person into account when choosing the right person for the role.
We do this by showing them that when they, too, "rethink qualified," they will no longer simply fill roles, but instead will begin to build a longstanding talent pipeline that will actively grow their workforce from within.
<h2>Bridging the divide between equality and equity</h2>
While we've made significant progress toward <a href="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" data-gc-link="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" target="_blank" rel="noopener noreferrer">building an equitable workforce</a>, there's still significant progress to be made. Offering job seekers equal opportunities to apply for an open role doesn't fully account for each person's unique situation or potential setbacks, such as a lack of training resources or a gap in their technical skills.
CareerCircle's mission is to support candidates at every step in their career journey, not just during their job search or application process. We enable candidates to uncover their hidden soft skills, boost confidence, and upskill in a variety of high-demand industries so that they can meet and exceed their <a href="https://www.careercircle.com/blog/post/navigating-your-career-journey-5-ways-to-reach-your-career-development-goals" data-gc-link="https://www.careercircle.com/blog/post/navigating-your-career-journey-5-ways-to-reach-your-career-development-goals" target="_blank" rel="noopener noreferrer">career goals</a>. 
Our <a href="https://www.careercircle.com/courses" data-gc-link="https://www.careercircle.com/courses" target="_blank" rel="noopener noreferrer">upskilling courses</a> provide high-value career development resources to underserved communities. We also offer mentorship and advocacy programs to help candidates realize their full potential, explore learning opportunities, and navigate every step of their career journey with confidence and support.
-
At CareerCircle, we believe qualified talent is where you'd least expect it. Whether it's that stay-at-home mom mentioned above or a construction worker with hidden skills that would make them the ideal software engineer, we know that sometimes all they need is a little extra help.
We "rethink qualified" because we want to help more people find their true calling. By putting a little bit of extra thought and heart into it, we can give the workforce, and employers alike, the confidence to achieve something more.
To learn more about our mission and commitment to workforce equity, <a href="https://www.careercircle.com/impact" data-gc-link="https://www.careercircle.com/impact" target="_blank" rel="noopener noreferrer">read about our impact</a> on America's workforce.

We promote workforce equity by challenging America's employers to rethink what it means to be qualified for a role.

How CareerCircle Champions Workforce Equity & Equality

We promote workforce equity by challenging America's employers to rethink what it means to be qualified for a role and reevaluate how they measure talent and potential to succeed.

Rethink Qualified: How CareerCircle Champions Workforce Equity & Equality

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*UPGRADE IN PROGRESS* -- CareerCircle platform upgrades will occur between Monday June 27th 10PM Eastern Time through Tuesday June 28th 4AM Eastern Time.&nbsp; The system may be intermittently unavailable during this timeframe.&nbsp;&nbsp;

*UPGRADE IN PROGRESS* -- CareerCircle is upgrading its capabilities and as a result the system may be temporarily unavailable as we bring new capabilities and infrastructure online to better serve our members.&nbsp; If you receive an error during this timeframe please bear with us as we're working to improve our system and you may need to retry that operation at a later time.&nbsp; &nbsp;