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By: Michael Robinson

Closing the Mid-level Employee Gap

By Michael Robinson

A few of my clients have recently run into an issue that is quickly becoming more of an epidemic for companies - a widening gap in mid-level job openings.

The Issue

As more companies promote from within, they can:

  • Reward their lower-level employees for their service
  • Maintain consistency within the office, as well as with customers
  • Give their employees an opportunity to advance - and thus retain them

Former entry-level slots are fairly easy to fill, but what happens when a mid-level employee is promoted to a senior position? Or worse, moves on from the company? And the need for additional mid-level positions is outpacing entry-level development? Perhaps this growth is a nice problem to have, but it also means that companies are running short of employees to promote and have to look outside to fill higher-skilled positions.

Recruiting at Mid-level

So, how do you find the higher-ranked, polished, experienced talent that your company needs? To start, you need to make sure that you're speaking to the right audience and that they can hear you.

The Department of Labor recently listed the national ratio of job seekers to job openings at about four-to-one, but this can be misleading. For many positions, particularly mid- to high-level openings, the job market is still very much a buyer's (or job candidate's) market. Mid- to senior-level roles require a certain level of training, experience and, ideally, a track record of success. Candidates with these qualifications are typically passive job seekers who may currently be working for a competitor and they need to be convinced to some degree. They will want to understand why your company is the right choice for them and they will want to know what your company can offer.

Your Opportunity

High unemployment does not guarantee a steady supply of employees at all levels. To close a current or potential mid-level gap, ask yourself these four questions:

  1. Are you putting your best foot forward as a company in order to attract candidates that can bring the same level of service and consistency that you would expect from your own employees?
  2. How well defined is your employment brand?
  3. Are you posting a "Want Ad" or are you completely advertising your position so that it speaks to the right person?
  4. Are you reaching both passive and active job seekers?

If you're not feeling confident about your answers to these questions, then we should talk...

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Michael Robinson has over 13 years of experience in sales and recruiting. Michael received a Bachelor of Arts in Dramatic Writing from Hampshire College and works on plays and screenplays in his spare time.