From reaching candidates via text message to hiring high achievers, here’s a rundown of the posts you were loving in 2016.
At one point in time, success for the US worker was synonymous with climbing the corporate ladder and paying one’s dues. The common career path included a lifelong commitment with one organization, with sights set on a series of promotions over several decades. Today’s workers, Millennials now the majority, have different ideals about success and many don’t march to the same beat as the generations before them. A recent study asked more than 11,000 job seekers how they define career success and it found that the modern day worker’s notions have evolved.
Here are 3 key findings that small businesses should be aware of:
Money ranks low as a means of fulfillment. As it turns out, traditional markers for success, such as salary, aren’t the only motivation for today’s workers. The study, which was evenly split between employed and unemployed job seekers, revealed a strong majority (77%) believe they have achieved career success. The top reason cited was pride in their work (48%), which ranked well above money (2%) as an indicator.At face value, offering good pay might sound like the end-all solution to keeping the best employees around, but it matters less than you think.
...read the full story at Social Hire.
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More than 70% of people use mobile devices to search for jobs. And while smartphone use can be a touchy issue with some potential downsides, there’s no denying the value that this wave of technology has brought into our lives for connecting us with friends, family and the workplace.
So, what does this mean for organizations seeking new talent? The reality is, today’s top-tier recruiters are leveraging mobile, and especially text-based solutions, to reach the in-demand candidates faster than the competition. Let’s take a look at why that matters and how it can get you in front of the right candidates at the right time.
According to a recent survey of more than 11,000 active and passive job seekers, the definition of success has changed.
No longer are we tied to one company that will take care of us in our retirement or guarantees us a salary increase for being loyal.
Today, modern workers rely on themselves to provide for their futures and with that comes something that might sound irresponsible to those who came before them, but they want to be happy.
Beyond asked these thousand of job seekers how they define a career and what they are looking to get out of their current or next job.
So as a recruiter these things are good to know.
We at Beyond recently surveyed more than 11,000 job seekers (both active and passive) to understand how they are searching for jobs and not surprisingly, mobile devices are playing a big part. So as a recruiter, what do you need to know? Check out the full [INFOGRAPHIC] here.
“Sorry, it’s just not going to work out. Good luck with your life.”
Breaking up via text isn’t anything new, but it still makes us cringe at a personal level because it feels incredibly impersonal. It’s almost paradoxical, because the texting medium itself represents a connection we have with people we know and trust.
Text messaging has become a powerful piece of communication in our everyday lives. While we all know that person that has steadily refused to participate in the SMS frenzy, research shows that it’s grown to be a core part of how we interact with others. Other than making a call or taking a photo, sending text messages is at the top of the list in terms of how people use their mobile devices.
For recruiters on the front lines of communication for their organizations, it’s worth noting the power of text. It’s innately personal and incredibly direct – what better way to cut straight through the noise and get a person’s attention right away? Plus, it’s becoming an increasingly acceptable communication tool in the business world. It makes sense that recruiters will want to leverage this ubiquitous form of communication for reaching and engaging with candidates.
Employers are realizing that putting total control of retirement decisions in the hands of their employees was a bad idea. Older employees are delaying retirement due to underfunding of their retirement portfolios and market volatility. The end results are increased healthcare costs for companies to support an aging employee population and decreased upward mobility for younger employees. Many employers have taken steps to solve the underfunding problem for future generations of retirees through auto-enrollment and auto-escalation in defined contribution plans. However, they have been unable to solve a continually nagging problem. How do they retain their millennial employees?
Human Resources leaders now have a new secret weapon for solving the millennial employee retention issue. The $1.2 trillion of outstanding student debt new hires are facing. According to a recent article publishing in the Wall Street Journal, 70% of seniors took out loans for their education and are carrying an average of over $37,000 in student debt. More and more companies such as Fidelity, PricewaterhouseCoopers, and SunTrust are launching employee debt assistance programs, in response to the record amount of student debt new employees will have accrued by the time they enter the workforce.
If you’re looking to make a change in the way your company operates, maybe you need to change your hiring process. Seek out the job seekers that are doing creative things to get noticed. Their fresh ideas likely don’t end once they accept your job offer. They’ll bring innovative, out of the box ideas to the job, so go ahead and respond to that girl who sent over a box of candy bars wrapped in her resume, or call the guy who announced that he’s searching for a job on a billboard. Take the risk and soak in the reward.
As a recruiter we know you spend countless hours sitting in front of a screen with what seems like a thousand tabs up, scouring the internet for the perfect candidate. But sometimes, you need to do something different. And who knows it could pay off big.
We often hear from job seekers who are frustrated with traditional job search tactics and feel the need to take the road less traveled to stand out. We’ve heard about a lot of interesting gimmicks, like the girl who wanted to work at Airbnb so she built a webpage to highlight her resume to mimic an Airbnb posting, or someone else who created wrappers for chocolate bars with her resume in place of the nutrition label, or Daniel Seibert who just this week put up a billboard to advertise that he is looking for a career.