August 2011 18
Job seeker behavior has changed remarkably in the past few years. So why hasn’t your recruitment strategy?
In this competitive market for talent, it is imperative that employers be at the forefront of what job seekers find accessible. With today’s emerging technologies job seekers have come to expect a more interactive experience when it comes their job search. In order to meet the needs and desires of top talent, employers have to meet them halfway. The smartest employers are taking advantage of today’s emerging media to connect with job candidates where they work and play, and deliver a more interactive and engaging job seeker experience.
Two forms of emerging media employers need to take advantage of right now are mobile and online video technology. Not only are mobile and video technologies surprisingly easy to implement into your overall recruitment efforts, but they are a must for any employer who hopes to remain competitive in the new recruitment landscape.
Mobile: The New Desktop
According to the latest findings from Pew Research Center, 83 percent of Americans currently own cell phones, nearly half of whom (44 percent) use their mobile devices to get access to the internet. This finding highlights the opportunity mobile devices offer employers to reach job seekers anywhere, at any time. The opportunities to use mobile technology for recruiting are vast, ranging from mobile-friendly websites that enable easy job searches on the go; to quick response (QR) codes that point smartphone users to job listings; to text alerts informing candidates about recruiting events and opportunities.
"Ask your neighbor what they do," said Peter Cappelli to the room full of us in the Managing the Older Worker session at 2011's SHRM conference. Most people in the room complied. "Then," he continued, "ask them how old they are." People laughed nervously; no one moved.
That was how Cappelli, the George W. Taylor Professor of Management at The Wharton School and co-author of Managing the Older Worker: How to Prepare for the New Organizational Order, started his discussion on older workers -- and as he went on, he explained the current surge in older workers we're seeing, shared his thoughts on ways in which older workers are better hires than their younger counterparts, discussed how employers can best engage the older generation, and more.
Why the big workplace shift?
The workforce is getting older -- and it's causing a lot of age-related changes in the workplace that many companies are ill-equipped to deal with. Why? Well, first of all, said Cappelli, we’re living longer -- babies born in 2010 will live 10 years longer than those born in 1950. If your parents are 65, he added, there is a 50 percent chance that at least one of them will live to the age of 90.
Second of all, we're also living healthier, and the percentage of older workers who need to work (to support living longer) is growing. And even they don't have to work, many older people are healthy and want to keep busy; 84 percent say they would work even if they were set for life -- not to work for the money, but to stay active.
As more people are increasingly working full-time and baby boomers are getting older, the workforce is also getting older. Basically, Cappelli said, longer life, baby boomers, and people working longer are the three main factors driving an older workforce.
What do older workers want?
The holiday may be well over two months away, but really, is it ever too early to start preparing for it? I’m talking, of course, about Veterans Day.
Do you realize about one million military veterans today are unemployed? Hard to believe, considering the vast array of skills they possess, training they’ve gone through and discipline work ethic they demonstrate – all of which are valuable skills in any industry. So if you're looking for suggestions on ways to acknowledge the upcoming holiday, you could start with focusing your recruiting efforts on this remarkable group of men and women.
But don’t take my word for it…
A 2009 CareerBuilder survey asked employers who have hired U.S. veterans or members of the National Guard to list the top attributes military personnel brought to their organization.
According to a recent CareerBuilder survey, 60 percent of workers who were laid off in the last year have found new jobs. Of that 60 percent, 88 percent found full-time positions, and 54 percent found jobs in entirely different fields than where they previously worked.
Among the workers who are still searching for new opportunities, 56 percent said they are nervous about returning to work after an extended period of unemployment, citing the following reasons:
- Pressure to prove themselves (50 percent)
- Fear of the unknown (40 percent)
- Anxiety around new, unfamiliar technologies (21 percent)
The survey – which was conducted by Harris Interactive© from May 19 to June 8, 2011 and included more than 800 workers who were laid off from full-time jobs in the last year – also revealed the following workforce trends:
- Relocation: Of workers who were laid off and found new jobs, 36 percent reported they relocated to a new city or state. Of those who haven’t found new jobs yet, 38 percent said they would consider relocating for a position.
- Pay Increases: The majority of laid off workers who found new jobs reported their pay is similar to or higher than their previous position, with 45 percent taking a pay cut, (down from 47 percent last year), and 27 percent finding jobs with higher pay (up from 22 percent last year).
- Starting Small Businesses: Some workers may replace their job search efforts with entrepreneurship. More than one-in-four (27 percent) who have not yet found work said they are considering starting their own business.
But while it’s encouraging to see more companies hiring laid off workers (especially in light of recent reports that some employers refuse to consider unemployed job seekers for their open positions), it’s also crucial that they keep this momentum going.
Recently, CareerBuilder released its new e-book,Streaming Talent: Using Online Video to Create a Virtual Candidate Experience, Differentiate Your Company and Recruit Top Talent.
Video may have killed the radio star, but don’t judge it too harshly. When it comes to recruitment, more employers are finding that video is an increasingly powerful resource.
Online video is the fastest growing medium for consuming content, and companies are investing in video to help them attract better candidates, brand themselves as an employer of choice, differentiate themselves from their competitors and create a more efficient recruiting process.
CareerBuilder Leadership Series: Spotlight on Robert A. DiMuccio, CEO, Amica Mutual Insurance Company
"We want good people, we want to hire good people, and we want to retain them—but my real focus is in building a team." - Robert A. DiMuccio
In the following interview, Robert A. DiMuccio, CEO of Amica Mutual Insurance Company, talks trust, humility and the necessity for 'speed bumps', among other things.
What do your employees mean to you? What do they mean to this organization?
We sell what I would term ‘intangible product’: security and financial protection for our customers. Our business is based on our customers’ interactions with our employees: How professional they are, how empathetic they are, how much time they put in with the customer. Our employees are the organization; they are what the company is all about.
As you look at the characteristics of the most successful people across your organization, is there a common pattern among those individuals?
I think we have successful people from all different academic disciplines and backgrounds. Their success is not necessarily based on, for example, what sport they played and how good they were at them, nor what they achieved academically. All those things are important but are just pieces of the puzzle. It really comes down to the person. Can that person make a connection with other people, and is that connection real? I don’t think you can fake empathy. People will figure it out very quickly.
Last week, CareerBuilder released the results of a recent nationwide survey, which found that 34 percent of hiring managers are placing greater emphasis on emotional intelligence when it comes to hiring and promoting employees post-recession.
The survey also revealed that 71 percent of hiring managers value emotional intelligence in an employee more than IQ; 59 percent would not hire someone with low emotional intelligence; and, for a remarkable 75 percent of hiring managers, emotional intelligence trumps IQ when it comes to deciding on employee promotions.
But how do those numbers compare when broken down by certain industries? Let’s take a look:
- 34 percent of government employers said they are placing a greater emphasis on high EI for hiring and promotion decisions post-recession
- 70 percent value emotional intelligence in employees more than IQ
- 62 percent would not hire someone who has a high IQ but low EI
- 77 percent said they’re more likely to promote the high EI worker
Government employers also said they value emotional intelligence because employees who display this quality tend to resolve conflict effectively and are more likely to stay calm under pressure. In response to the findings, Chuck Loeher, area vice president for CareerBuilder, said:
“Government jobs aren’t just about producing information and ideas – there’s a lot of moving and organizing people, as well. A deep knowledge base is important no matter your position, but dynamic interpersonal skills are needed to successfully motivate groups made up of diverse personalities, ideologies and work ethics. All workers, at all levels of government, can benefit from deeper insights into their own emotional intelligence.”
Information Technology (IT)
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