It’s a player matchmaker podcast starring your host and the co-founder of Trinity employment specialists, Cory Minter. Hi and welcome back to the A-player matchmaker.
We’re always trying to find different ways to add value to job seekers and employers alike. And this particular podcast is, is titled your approach to hiring is all wrong. I’m going over, uh, an article by the Harvard business review that I thought was really, really great and it’s something interesting for us all to be thinking about as employers. And so if you’re trying to figure out a way to find top talent, this content will be able to help you. Um, and you can see all of our new content on our firstname.lastname@example.org. Um, our podcast drop-down menu, I’ve got like 80 or 90 podcasts in there now. And so a lot of great content in there. I’m trying to add value to people. We’re not trying to do this and make money, we’re just trying to add value and, um, and make our, our website a really great Medical Jobs Tulsa resource for people.
So I want to go ahead and get started. On the second part of this. So the very first part, uh, if you, if you didn’t read, if you didn’t view that or listened to that, it’s got some really good information in a tee up for this. But, I want to pick up where the problem starts, where this problem starts with recruiting. We talked, we talked about the problem of recruiting for Medical Jobs Tulsa from a long time ago and now what it’s moved into most of the, most of the time you’re not going to be finding and get candidate with a traditional job ad or traditionally the way that we normally would in fact in instead IM recruiters are having to go after, um, candidates. There’s a lot of stats that I had in there as well, but you know, there’s a big w you know, there’s a big problem on why employers spend so much on something so important, uh, while knowing, you know, really not a lot about how it works, especially with artificial intelligence and how does that work?
How’s that going to serve businesses? Is it going to be effective? You know what, we’re hiring more Medical Jobs Tulsa than we ever have before. A lot. A lot of the top talent is currently employed. Like what is it that we need to do? We’ll survey after survey funds, employers complaining about how difficult the hiring is and this is where the problem starts. But clearly, you know, we’re all hiring more than any other time than we ever have in there. There are two reasons, according to the Harvard business review. Then, the first is that openings are now filled more by hiring from the outside than by pro promoting from within, in, in the area, in the era of lifetime employment from our, you know, when our grandparents worked and maybe some of our parents, you know, at least mine, you know, my parents stayed working with the same company for 20 years.
That was Halliburton in Duncan, Oklahoma, where I’m from. But this happened through the 70s corporations were filled roughly 90% of their vacancies through promotions within, and today’s bigger is a third or less. Um, and so we’re all hiring from the outside in organizations. You know, if we did hard from the inside, we wouldn’t have to pay to train and develop employees as much. Since the restructuring waves of the 1980s, it’s been relatively easy to find experienced Medical Jobs Tulsa talent outside, but only 28% of talent acquisition leaders today report the internal candidates are an important source of people to fill vacancies and maybe that should change, you know, may mainly because of less internal development and fewer a clear career ladders for, for employees that are currently in. And what they’re basically saying here is that listen, it’s going to cost a whole lot less if, if you promote someone within, um, and they already know your company culture and this, this is a way that employers should be looking at rather than trying to go after outside talent all the time.
The second thing is that hiring is so difficult because retention has become tough. See, companies hire from their competitors and vice versa. So they’re always having to keep replacing people who leave. The consistent consensus and Bureau of labor statistics data show that 95% of hiring is still is, is being done to fill existing positions. And so most of these vacancies or called above are caused by voluntary turnover. Um, LinkedIn data indicates that most of the most common reason that Medical Jobs Tulsa employees consider a position elsewhere is career advancement. And that that really started hopping on the scene in the two thousand where there were a lot of articles written. I remember this where the best thing that you can do for your career is when it comes to salary is to change careers and use the job, the job change as a way to get a raise.
Part of that might have been employers’ faults because they didn’t give raises high enough, especially large companies and where they really weren’t able to assess the value that the employee is adding and commensurate their salary with that. But um, a cup, a few things that you can do to try to at least begin to see this problem and take some action items. First thing is, is track the percentage of openings filled within. You know, an old adage of business is that we manage what we measure, but companies don’t seem to be looking at hires like where they’re coming from. Uh, especially when are they coming from an internal or ouch out outside source. Most are shocked to learn how few of their openings are filled from within. And um, is it really the case that their people can’t handle differently in bigger roles? That’s what companies need to be asking themselves about Medical Jobs Tulsa.