New Jobseeker Behaviours Research Could Change Your Hiring Strategy
Our recent survey into jobseeker behaviour revealed that the younger generations prefer to utilise online platforms such as Google, with 47% more using it as their first port of call compared to 45+-year-olds. They also use the professional social platform, LinkedIn, by over 46% more. What do these findings mean for your company’s hiring strategy?
Google gives jobseekers greater visibility into the job market
Since Google acts as an aggregation tool, pulling together the job vacancies from multiple jobs boards, Google-driven jobseekers are being offered more choice than ever.
With unprecedented access to the job market, Google-driven jobseekers are perhaps the most market-informed generation ever. They’ll most likely be reviewing and benchmarking your company’s position against considerably more vacancies, prior to application or interview, than non-Google driven jobseekers. What this means is that when these market-informed, Google-driven jobseekers speak to recruiters about a vacancy, they will already have developed relatively strong expectations about employer brand offerings. If the opportunities being put forward don’t match those branding expectations, given what they know about the market place, Google-driven jobseekers may be more choosy and go elsewhere. As a result of the increase in Google-driven job search activity, there is no hiding place for employers with a sub-standard employer branding offering. These firms will be found out and will struggle to attract talent to interview, let alone to sign on the dotted line.
Employer branding moving centre stage
Higher jobseeker expectations have forced employer branding centre stage in hiring. It can’t be an afterthought any more; it should be developed and marketed in line with the job vacancy itself. Our research showed that the most important work-place benefit that people are looking for is flexible hours (32.77%). Role flexibility now needs to be marketed front and centre in order to attract talent into the interview room, alongside career development which was voted the second most important benefit in our survey. Actual employer brand expectations will of course vary according to industry and individual and your recruiter can give you insights into this. If you are able to optimise your brand offering accordingly you will have an increasing edge over your competition when attracting talent.
Social job search drives expectation for social media engagement during the hiring process
Our research showed that the younger generation are favouring LinkedIn as a job search starting point. It’s not hard to see why: this social job search platform offers distinct advantages over traditional approaches. It’s much more personal: you can read all about the recruiter in charge of the post, have a conversation with the recruiter, and connect with team members at the company to ask questions about company culture. This means that these younger jobseekers are likely to have a greater expectation for social media engagement both during the hiring process and even during employment. Most recruiters are well accustomed to social-media augmented hiring but employers may need to develop some form of social media engagement strategy to help nurture applicants coming in via LinkedIn.
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