24 ID Trends NAILBA
Recruiting from page 22
Think like a marketer
Recruiting needs to go beyond passive job postings . It is about targeting ideal candidates who are successful , but not satisfied . This requires you to think like a marketer and identify centers of influence in the industry who could refer you to candidates .
This is also the ideal opportunity to restate your firm ’ s hiring intentions to your staff . Your employees need to know who the firm is looking for and the types of individuals who would be a culture fit . Your best candidate referral sources can come from the networks of your existing employees .
Diversity opportunities
One thing the pandemic has taught us is candidates no longer need to come from cities and towns in close proximity to your firm . This new virtual environment allows you to capture ideal talent wherever they are located and expand your diversity and inclusion opportunities .
Virtual interview sensitivity
During the initial stages of the interview process , it is important to lay your eyes on candidates and establish rapport . However , most candidates who are actively employed elsewhere may have highly-monitored servers and corporate email accounts . Although virtual meetings are preferred when an in-person meeting is not possible , it might not be the candidate ’ s preference . For the first interview , your candidate may prefer a phone call vs . Zoom , to avoid being monitored during work hours .
On the flip side , virtual environments allow for more frequent interactions with candidates . You can cultivate candidates on a regular basis without having to formally plan for in-person interviews .
Candidates no longer want a job that grinds them down . They are looking for a culture that allows them to grow and achieve something significant .
Generational awareness
During this great pandemic reset , there is a culture shift happening . Candidates are filtering decisions based on their view of leadership and the overall job experience . Candidates no longer want a job that grinds them down ( A . K . A . “ work hard and follow instructions ”). They are looking for a culture that allows them to grow and achieve something significant . It requires you to be more aware of generational needs . For example : Gen Z is more tuned in to environmental and social issues . They want to hear how they will help others in this role . Gen Z has also been affected by recent downturns in the market , so it is important to emphasize how your position can offer them a stable career . Gen Y / Millennials are more aware of self-development and improvement . Talk about their ability to grow , find their purpose , and make a difference in the industry . Gen X is more sensitive and cautious of a firm ’ s leadership style . Many of these candidates have been through past issues with leadership and they want better balance in their work environment . They want to be part of a team that works well together to achieve goals . Boomers have historically had a strong work ethic . As such , they want to be part of something that is growing and be recognized for the experiences they bring to the table .
Skills and personality assessments
Post-pandemic recruiting is no longer about assessing simple paper resumes and creating assumptions . There are pre-hiring tools available that help unveil a candidate ’ s motivations , management style , skills , and performance abilities . These insights can help you make better hiring decisions in applied settings .
These can include Myers-Briggs Type Indicators , DiSC assessments , and other Personality Orientation Profiles .
Success with recruiting is being cognizant of a candidate ’ s filters and feelings . It is connecting on personal values and a shared common purpose . Staying aware of these trends will help you attract and retain the right talent and strengthen your overall organization .