HR Workforce Solutions
By Nonprofits, For Nonprofits
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This Privacy Policy and the Terms of Use for our site is subject to change.
UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.
Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.
UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.
Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.
This Privacy Policy and the Terms of Use for our site is subject to change.
This is the longest it’s taken in more than a decade, 13 years to be exact, says the Vacancy Duration Measure. Compared to the height of the Great Recession, that’s actually almost 10 days longer than it took to fill a job then, when it was at 15.3 working days, reports TLNT.
Why the lag in recruiting and hiring for organizations across the U.S.?
Recruiters say that candidates are driving the employment market as opposed to the organizations– being more picky about the positions they will accept and the compensation and benefits they are willing to take. When turning down an offer, top candidates say the reason is another offer. And employers that are slow to make an offer are losing out and having to start all over with their search.
Increasing turnover a factor
Turnover, as we’ve all seen in the nonprofit world, is also an ever-growing trend. While unemployment subsides, many qualified employees are more comfortable jumping from job to job (or from the nonprofit sector to the private sector). Voluntary separations are on the rise according to the DOL, which reported 2.7 million people quit their jobs in June.
And a larger number of vacant positions is putting a strain on organizations, which are in a more pressured state of recruitment than in years past. Now, when hiring, filling the position isn’t enough. To avoid more future turnover, organizations are having to look at employee engagement and job satisfaction with a closer eye. Succession planning is also critical to ensuring the organization can stay afloat when key employees leave or retire.
Employee training may be key
While candidates may feel more confident in their hireability and be more choosey, it’s also true that employers are being more selective as well—sometimes too much. The gap between an unqualified and a qualified candidate can sometimes be filled through on-the-job training. Looking for the right personal traits and attributes in a potential employee is more important than specific job knowledge for many positions. And finding the right person for the job, not just the right resume, can mean long-lasting job satisfaction and less turnover.