Are You Recruiting The Wrong Way?

Danielle Beurteaux

This year’s LinkedIn job seekers survey is out, and it offers some insights into how job seekers are approaching their search and how companies can create recruitment programs to attract the best candidates.

The 2016 Global Talent Trends Report surveyed 26,151 LinkedIn members, who told LinkedIn how they look for new jobs. Of this group, 7,000 members with new jobs discussed why they made the change. (Keep in mind, however, that this is a somewhat skewed sample because of the limited pool—only LinkedIn members—and the data isn’t weighted).

Is your company keeping up with how talent is looking for the next opportunity? Here’s what LinkedIn found.

1. They’re looking

More people—90 percent—are keeping tabs on new opportunities, even though only 36 percent report that they are actively looking for a new job. But that’s up by 11 percent since the 2014 report. Why are people looking to leave current jobs? In order: 1. Not enough opportunities/lack of career advancement (43%); 2. Want more of a challenge (35%); 3. Better compensation (29%).

2. They network

Networking still rules: Job seekers look to their network first to find out about open positions before they use job boards or headhunters.

3. They research

Are job seekers rushing to get those applications completed and sent? Nope. They’re researching first. They’re looking at the hiring company’s website, looking up company news, and interacting with current employees.

4. They want in-depth info

Job seekers want honest information about a company’s culture, employees, and its mission and values. They also want to know more about the open position, from daily expectations to what might be the next career step. In fact, the top concern isn’t even compensation—66 percent say culture and values are most important; 54 percent say perks and benefits; and 50 percent say mission and vision.

5. They’re looking for insider info

The web, and particularly social media, has made it easier than ever to network your way to someone who can share the real intel about what it’s like to work for a company, without the corporate gloss. One quote from the report: “Connect me with insiders—nothing like hearing straight from the horse’s mouth.”

6. Long-term is long gone

It’s no news that as the job market strengthens, employees (particularly younger ones) expect to move jobs relatively regularly, particularly to advance their careers. But the timeline seems to be getting shorter. The LinkedIn report reflects this change, with 41 percent saying they want to stay with a company less than two years (37 percent say 3+ years, and 22 percent don’t know).

7. Purpose pays

The above short-term thinking isn’t quite music to many employers’ ears, however, given the resources inherent in onboarding and offboarding employees. If this is a concern, think about purpose. LinkedIn found that employees who have jobs that fulfill a bigger picture role—i.e. those motivated by purpose, values, and mission—tend to value money and status less and stay in their jobs longer.

8. Become an “attractor”

This is from a different LinkedIn report: Top Attractors. The goal of this research was to uncover what top talent really want. The answer: Excitement and opportunity. Those seem to be the two key factors that attract high-quality employees who stick around for the long(er) haul.

For more insight on effective hiring practices in the digital economy, see What Skills Do Employers Want In 2016?

 

 


Danielle Beurteaux

About Danielle Beurteaux

Danielle Beurteaux is a New York–based writer who covers business, technology, and philanthropy. Her work has appeared in The New York Times and on Popular Mechanics, CNN, and Institutional Investor's Alpha, among other outlets.