From a hiring standpoint, we’re in rough terrain.
The job seeker has the upper hand right now, and their primary concern is very different than that of a job seeker five years ago. So what are those differences, and how do we hire them? Employees are now asking themselves,
- What is the career driver for me?
- How is this new position going to be a building block for me and my career?
We’re seeing this reflected in resumes, too, with a heavier emphasis on accomplishments and skills.
A career portfolio is increasing in popularity over a traditional resume, which simply lists the places one has worked in the past. A career portfolio may include personality assessments, success metrics, proactive references, evidence of rewards or recognition, and possibly a video statement. These things will show much more about a candidate than their itemized list of every job they’ve ever held.Are career portfolios the new resume? @RevealGlobal discusses how the mindset around work is shifting here:Click to Tweet
On that same note, we bring to you the radical notion that job descriptions in the typical sense are dead. Prospective employees are generally not as interested in what they’ll be doing on a day-to-day basis so much as they’re interested in what kind of opportunity this position could hold for them. At Reveal, we are leveraging Career Insight and Cultural Insight videos for our clients. These often include a bit of storytelling to convey what life is truly like within the company. Most importantly, these videos communicate the job’s impact on the company’s offerings and what success looks like within the role.
This generation of job seekers are closely monitoring their individual economic value, which means when they read a job description, they begin to ask themselves what working for your company will do for them in the long run.
- Can you introduce them to a new skill or sector?
- Will working for your company open doors to new opportunities?
The focus now hangs on growth and achievement. Suppose employers don’t provide a clear understanding of what working for their company does for the employee, in that case, they’re likely missing out on that top talent. When a candidate can’t see their future in a role, there’s not much reason for them to take it.
It’s true, we don’t hear of employees sticking it out with the same position or even the same company for decades, but that’s not a bad thing for employers. Today's employees are more likely to seek skill development and growth opportunities than ever before, which means they’re more rounded employees while they’re with you. Cross-training can happen across companies rather than teams, and outsourcing, crowdsourcing, part-time employees, or micro-employment opportunities are all opportunities for both candidates and employers to create a more holistic approach to any given workforce.
If you’re struggling to grasp this new generation of job seekers, you’re not alone. This is the dawn of a new era, but Reveal Global provides valuable insight crucial to attracting and keeping top talent.