Job Descriptions in The Digital Era Should Be Based on Skills Not Tasks

Employers are scaling back or even eliminating the need for employees and potential employees to have college degrees. Their reasoning for this? Employers now prefer to hear and see a candidate's skills and competencies. A Harvard Business Review study found "degree inflation" made the job market inefficient, because degree inflation demanded college degrees to work jobs that didn't need them.

The trend after COVID-19 is moving sourcing practices in a more lenient direction. Major employers like IBM, Bank of America, and Github have relaxed their hiring practices. These changes may stem from having a smaller pool of active candidates to hire from and strict job requirements have put companies at a major disadvantage during the Great Resignation. Employers must find the right candidates AND scale back their job requirements. But how? Well, the solution lies in starting the hiring process with a skills-based job description.

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Stop Asking Job Seekers Questions in The Interview You Don't Care to Know the Answers To

Small talk is a core component of our everyday interactions, it’s a convenient ice-breaker we can use to start a deeper conversation. Even in formal occasions, such as job interviews, starting out with small talk is acceptable and common, but that should be the only moment of the interview you’re asking questions whose answers, you already know, will be generic, per-packaged, and, very likely, not true!

Considering how precious the job interview time is, you should only ask questions you really care about and those answers can effectively help you select the right candidate(s).

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How Stay Interviews Can Help You Avoid The Great Resignation


The phenomenon known as the “Great Resignation” has marked an important shift in the dynamics between employers and employees, giving employees the leverage. Caused by several factors including Covid-19-induced burnout, a reluctance to return to the physical workplace, low salaries, company’s lack of flexibility, and, in general, a reevaluation of personal goals, the Great Resignation has presented new challenges for employers, the most important being to find an effective way to avoid losing employees.

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What Job Seekers Want

The desires of job seekers have shifted over the last few years. While some things never change (the importance of earning a salary for instance is still the most important thing to job seekers), at the moment, job seekers are holding the cards and have power over employers. Expect job seekers to be more confident when it comes to negotiating for salaries, benefits, and flexibility. In fact, thanks to The Great Resignation, job seekers believe it will be easy to find a new job. To learn more about what job seekers want in 2022, check out Nexxt’s latest infographic.

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Having Trouble Filling Positions, Look at Your Dress Code


With the shift in the workplace norm, remote work has become more prevalent. It is unlikely that your employees are wearing a three-piece suit or high heels during a Zoom call that only shows the torso up. Comfort is key! Especially when working from home. With an increase in vacant positions and the shift of power from the employer to the employee, candidates are looking for roles that fit their requirements and are refusing to settle for a job that they aren’t comfortable in. If you are having trouble filling vacancies in your department, it may be time to look at your dress code.

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