Gen-Z is the generation born between 1996 and 2012. Currently the oldest members of this generation are 25-ish, which is the age when most people are entry level employees and are at the beginning of their careers. However, Gen-Z won’t be as eager to join your company compared to the previous generation—Millennials. There are some things companies should get aligned now that this generation are becoming job seekers.
Job Search Process
Corporate culture is the lifeblood of a company, it’s who you are. Crafting a strong corporate culture can be the difference in a company’s survival. An employee will work harder and fight for a company if they believe that that company will fight for them and if they believe in the organization as a whole. But where does corporate culture begin? That answer is simpler than most companies make it, recruiting. Recruiting is the seed from which your corporate culture grows and that includes how you treat candidates throughout the hiring process.
We’re coming out of an unprecedented (yes, it’s overused, but there’s a reason for that, it’s a perfect way to describe the last 15 months) time, and now we’re in the new normal. And that new normal includes more passive candidates than anyone anticipated. Many industries are struggling to fill positions and maybe it’s because there’s a higher health risk, some people need to be home to care for loved ones, and some are re-evaluating their career paths and moving into recession (and pandemic) proof industries. Regardless of why employers across the country are seeing a decline in engagement on their jobs, there are some recruitment solutions that might help you evade some of those performance issues when it comes to getting your jobs and hiring messages in front of the right audience.
The current US economy has been up and down this past year and it’s unclear how much or when the economy will fully recover, but with the CDC changing guidelines on masks, we seem to be on our way. This affects all aspects of business in this country which includes recruiting. Every business has to roll with the punches of the economy and adjusting your hiring practices to the economy can be an important step in weathering any economic storm.
It's been more than a year since the world changed, but as we're beginning to see a light at the end of the tunnel, are job seekers and employers ready to get back out into the world? At Nexxt we’ve been checking in with job seekers to understand how their behavior over the course of 2020 into 2021 has changed when it comes to searching for jobs, their priorities, and their confidence levels. Download the pdf.
As a recruiter, you are always on the hunt for new ways to engage and attract candidates to work for your organization and attracting talent has always been challenging. Finding talent after the unexpected events of 2020? Well, that’s been extra daunting, hasn’t it? But you’re a seasoned professional! You know that this is a journey, not a destination. Adding extra layers of safety measures to your hiring process was just the first step. As you wait for the world to open up, you need to keep the momentum going. As you maneuver yourself out of the woods and further into 2021 how can you think outside of the box when it comes to engaging with candidates?
Most jobs postings are miles long and include more information than the applicant needs to know at that moment, plus all the extras or fluff could be keeping great applicants from throwing their hats in the ring. So, how can you de-clutter your job posting and accommodate your talent pool? Here are some tips to update your job postings for the new normal.
Despite an incredibly unpredictable 2020 where COVID-19 sent shock waves through the US economy, job seekers plan to search for jobs in 2021. While only 10% of job seekers said that finding a job in the new year would be easier than the year before, there’s plenty of positivity on the horizon.
Recently, my blogging has been centered around a theme of New Year's resolutions. But what comes after the New Year? Valentine's Day. So, in the name of love, I pivot.
I’m going to call back from not too far back in my past to my dating life (ah, remember dates?). I, like many of your friends, met my partner the old-fashioned way, using an app I downloaded on my iPhone. Tale as old as time, I tell ya. Before I met Mr. Wonderful, I went out on a myriad of first dates. So, when I tell you about the “good on paper” date, I doubt any of you are scratching your heads wondering what on earth I could mean by that. He’s the guy that seems to have all the right qualities you’re looking for – but you meet him, and none of what you want is there.
That’s what happens when your employer brand doesn’t match up with your candidate experience. Your brand is the date who’s good on paper. The experience you offer your candidate will decide if you’re going to get dumped.
We enter the New Year with new goals, new perspectives, new year, new me. One thing that doesn’t need to be revamped is your top Key Performance Indicators (KPIs). You can apply new programs and you can revitalize a lot within your organization to attract new candidates in 2021, but ways in which you measure your success will just need a renewed focus so you can observe your progress.