Tricks of the Trade in an Era of Passive Candidate Hunting.

Tricks of the Trade in an Era of Passive Candidate Hunting.

Attracting and Recruiting candidates have moved way beyond the traditional methods of paper advertisements and job hunts. We are in the digital era where no longer does an individual try to fit into a job, but where as you provide a job to fit the individual. Talent attraction and acquisition has become far more complicated than what it was 10 years ago, and the pandemic has not made it any easier. The new normal of working from home (WFH) has left employers confused on the why’s and how’s of talent acquisition in the New Normal and we are here to provide the answers.
We are in the age of Passive Candidate Hunting, where employers recruit people who are not even aware that they are searching for a job and are totally comfortable in their current job position. Attracting the candidate is one thing, but attracting the right candidate is a different ball game on its own. This is where psychometric and competency assessments come in to play to understand the right profile for the right job.
Employers need to adjust to new trends to keep up with the modern generation with a strategy that is dynamic and flexible with the use of technology.

Many Managers believe that the interview is the most important part of the selection process, is that true?

Did you know?

Attraction is considered to be one of the most important parts in the whole recruitment process.

 

Before you start looking out for someone to fit your role, it is important to understand the attributes of what you are looking for. Role benchmarking is an important part of the selection process and there are 2 things to get started with.

  1. Put up a position description.
  2. Put together a role benchmark.

The role benchmark acts as a map to identify what type of person you want. The path to the person you want. The perfect job fit!

Many organisations lose out on great candidates that would be the perfect job fit, simply because they do not give enough time into the attraction process.

Initially, the organization needs to develop the role benchmark using a job analysis survey, and once you have that information you need to write your job advert to reflect the attributes that you are looking for in the individual.

The Traditional Job Advert Vs. The Millennial Job Advert

Traditional job ad :

  • Paragraph about how good the company is.
  • Job description
  • How to apply
Millennial job ad:
  • Need to know what is in the job for them.
  • More about the heart and behaviour, less about the pay.

A job ad should reach out to them whether or not they were looking out for it, but give the feeling that it is the perfect job that would suit them with what they need.

Attracting the Millennial and GenZ mindset
Why is it that Baby Boomers and GenX managers have trouble managing and retaining Millennials and GenZ?

Baby Boomers & GenX

Millennials & GenZ

Sees the light at the end of the tunnel

Sees the light at the beginning of the tunnel

Values delayed gratification

Looks for instant gratification

Let’s be honest, the new wave of employment is the Millennials and GenZ. Their understanding of work and even the expectations from an employer is different to Baby Boomers and GenX. But different does not necessarily mean bad! No one is to be blamed, as this is a result of the times and the environment of upbringing. Things are much more fast-paced with instant results, transparency and high competition.

Therefore, it’s best to go with the time or else you are going to be left behind. With information available instantly at your fingertips, Millennials and GenZ need to be convinced that the organization matches their mindset and beliefs. And for this social media can turn into your best friend. You need to convince and make sure your organization has an open-mind culture, an open door policy, an environment where they can develop their passion. It’s no longer about a stable 9-5 job, Millennials and GenZ need self satisfaction and confirmation that what they do makes a difference.

Wander where to get user-friendly, convenient and effective job-fit assessment tools that are customisable to suit your organization? We at PeoplesHR have partnered with Peoplogica, pioneers in psychometric and Job-Fit assessment tools.

Get in touch with us and we are happy to help you in your Talent Acquisition Strategy.

Thuraiyah Mohideen
Thuraiyah Mohideen
Assistant Manager - Marketing

About the Author : Since 2017, I have researched and written extensively on culture and best practices in the HR industry. Being surrounded by talented HR experts who share their experiences and insights at PeoplesHR, I am keen to help HR professionals learn more about the HR industry, find answers to their questions, and discover practical solutions to the challenges they face every day. Assistant Manager - Marketing

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