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Gen-Whenever: Recruiting & Retaining the 3 Generations

A WHITE PAPER PROVIDED BY ULTIMATE STAFFING

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Curmudgeonly Boomers, Skeptical Xers, Entitled Millennials – even a few Traditionalists and members of Gen Z – all occupy the working population. A multigenerational workforce brings diverse viewpoints, differing skill sets, and a mix of experience and eagerness. But finding and managing this extraordinary talent is not successful without strategy.

That diversity comes with its own challenges. In order to cultivate the benefits of an age-diverse workplace, you must recruit fairly and with intention and then continue to foster an engaging environment of understanding.

T-T-Talking ‘bout my Generation

Three generations make up almost all of the workforce: (dates vary according to the source, but generally speaking)

Baby Boomers (born from 1946 to 1964)

  • Optimistic
  • Teamwork and cooperation
  • Ambitious
  • Workaholic

Generation X (born from 1965 to 1980)

  • Skeptical
  • Self-reliant
  • Risk-taking
  • Balances work and personal life

Millennials (born from 1981 to 2000)

  • Hopeful
  • Meaningful work
  • Diversity and change valued
  • Technology savvy

(American Psychological Association)

These stereotypes serve as a quick fix for understanding. However, the New Kids on the Block, the forgotten Middle Children, and the “get off my lawn” Elders can often be mischaracterized. Shared experience leads to similar characteristics and behaviors, but they should not dismiss employees as dynamic humans.

Relying too heavily on these can create an implicit bias, leading to unfair and ineffective hiring and management tactics. At worst, these stereotypes can lead to discrimination and/or a failure to understand your employees beyond the dimension of age.

Luckily, while employees of different generations are different, they’re not that different. And there are one-size-fits-all tactics that you can employ that can create a fair and engaging environment for everyone involved.

Attraction

How you find candidates, and how you engage them pre-hire, will affect your age diversity. Make sure you are prepared.

Recruiting

Never under or overestimate a candidate’s ability to find you.

The Online Revolution

Finding and being found by age-diverse candidates requires presence. According to the Society for Human Resource Management (SHRM), 54% of Americans researched jobs online, and 45% have applied for a job online – more than double the number in 2005. Candidates of all ages are continuing the migration into the digital age.

When creating an online job posting, your language will make all the difference. Be aware of age-discriminating phrases, like “recent graduates” or “old-school.”

In addition to the basics of the position, include information about internal practices and cultural fit, candidly and objectively. Be honest about workplace practices and culture – not everyone is looking for a ping pong table and casual attire.

Once they see your online job posting, they are likely going to check your website and social media pages. Prepare your website to greet them – begin with updating your website with the most accurate information about your organization, including cultural practices.

You don’t necessarily need a custom app, but you do need to ensure that your website and respective job postings across platforms are mobile-friendly. Make sure to test your mobile-capability for yourself from the jobseeker’s point of view.

Jobseekers are also likely to look to your social media pages to get a better feel for your company, especially sites like Glassdoor and LinkedIn. Currently, social media use expands to all generations.

% of US Adults who use at least one social media site:
Age 18 -29: 86%
Age 30-49: 80%
Age 50-64: 64%
Age 65+: 34%
[Pew]

Even if they do not have an active profile on that site, jobseekers will be able to see those pages via a Google search. They will look to your Facebook, Glassdoor, LinkedIn, and Instagram pages for more information and a candid look inside. Actively update and maintain your social media pages, and make sure your organization’s values and culture shines through, and gives an accurate and honest look into your workplace.

Some Things Never Go Out of Style…

However, online techniques, while easier, may alienate older candidates or those without regular internet access. If you are only receiving attention from a certain age group, this technique may not be fair. Be sure to utilize more “traditional” methods of recruiting, including job fairs, referrals, and print ads. Partnering with an organization like Ultimate Staffing can ensure a wider influence and a fairer candidate audience, and efficiently fill a position.

Interviewing

Interviews are your first opportunity to broaden your understanding of a candidate.

In interviewing, once again, be wary of language. It’s not illegal to ask how old someone is, but it can make them feel uncomfortable.

Avoid phrases like these, some of them are rude, some are illegal:

  1. How old are you?
  2. You’re overqualified.
  3. When do you plan on retiring?
  4. In my experience, Boomers/Xers/ Millennials are…
  5. You have too much energy/not enough energy.
  6. Do you have children? Do you plan to?
  7. Do you think you’re old enough to handle this responsibility?
  8. We know young people tend to job hop…
  9. When did you graduate?
  10. What’s your childcare arrangement?

Good thing there are plenty of other things to discuss in an interview. All jobseekers want to know more about your organization. The interview is your chance to dazzle them as well. Regardless of age, jobseekers want fair pay, comprehensive benefits, and a complementary work culture. Throw these conversation topics around like confetti.

Don’t assume that only candidates of a certain age group are interested in certain programs. Lay out all programs and allow for plenty of questions.

In a survey of more than 200 HR professionals, 90% of respondents rated recruiting for culture fit as “very important” to “essential.” Be sure to include culture-based questions and provide honest information about the culture. Don’t skew perceptions of your culture based on the candidate. Make sure their first day – and career – will be everything it’s promised to be.

As you get to know candidates, remember that age can limit exposure to certain practices and experiences. However, you can teach skills (to an extent), you can’t teach culture fit. Your organization’s values know no age. If a candidate is a stellar culture fit, don’t pass them over – no one is too young or old to learn anything.

Before, after, and during the interview, take moments of selfassessment: am I making fair inferences? You can fight stereotypes simply by reflecting on any biases. If you feel as though you cannot interview fairly, it’s best to ask for assistance.

Retention

Once you have recruited this fabulous, culturally sound, age-diverse workforce, dedicated practices will keep them engaged and turnover low.

Involved, passionate employees are more productive, more profitable, and build your organization’s culture. Engaged workers consistently outperform non-engaged employees. They provide better service to your customers, remain loyal longer, and are better teammates.

However, it’s unrealistic to have custom policies for certain coworkers. Fortunately, engaging programs and policies know no age limit.

According to Quantum Workplace, while there are many factors of engagement, they can be narrowed down to three themes:

  • Confidence in Leadership
  • The Organization’s Commitment to Valuing Employees
  • Positive Outlook on the Future

This research coincides with our own internal research for employee engagement. We found the 3 main drivers of employee engagement to be:

  • “I have confidence in my leaders’ directions and decisions”
  • “Work culture brings out the best in me”
  • “[The organization] is interested in my growth and development”

Engagement is crucial for all employees, but there is no quick fix. However, the practices you implement will contribute to that engagement.

Programs will serve as the base, but engagement is solidified though everyday efforts and interactions. Active efforts of inclusion go beyond the diversity of representation and create cohesive, efficient, and dynamic teams.

Implement

These programs can cater to all employees while serving their unique needs.

Pay & Benefits

Employees cannot even begin to look towards engagement if their most basic needs are not met. Provide comprehensive benefits and be sure to calculate salaries objectively, focusing on experience and skill rather than age. To ensure fairness, check out our 2017 Salary Guide here.

Moderate Stress

All people have an optimal stress point, where an individual has enough stress to be motivated but not so much that they become overwhelmed. Boomers are more likely to occupy senior leadership roles and be overwhelmed, while Millennials in entrylevel jobs may not have enough. Create an open dialogue and share responsibilities to moderate stress.

Mentor Programs

Your employees have a lot to learn from one another. Create mentor and reverse mentor programs to increase exposure and teamwork. Retention is 25% higher for employees who have engaged in company-sponsored mentoring. (Deloitte)

Lead with Transparency

Transparent leadership and practices promote fairness, reduce jealousy, and boost connectedness.

Structured Career Paths

Regardless of where they are in their careers, there are always opportunities for growth. Amongst engaged employees, 96% have a clear idea of what is expected of them and 81% say their supervisor takes an interest in their career development (Quantum Workplace). Knowing exactly what is expected of them helps everyone get ahead, and can reduce jealousy and misunderstandings surrounding promotions and growth.

Recognition Amongst engaged employees, 83% receive recognition for a job well done (Quantum Workplace). It’s not only millennials who want recognition, 50% of employees who don’t feel valued plan to look for another job in the next year. Create a structured program to praise and recognize employees. For more information and tips on recognition, check out our White Paper here.

Ongoing Education and Training

Technology is developing and advancing all the time, be sure coworkers of all ages have the opportunity to learn before they are replaced.

Survey Frequently

Promote a dialogue and survey frequently so employees can voice their opinions and concerns. Survey to understand employees rather than evaluate how you are doing. Then respond appropriately and take action based on those results, do not allow issues to fester. According to TNS Employee Insights, 70% of those employees who are engaged agree that their organization takes action based on survey results.

Mandatory Fun

It’s not mandatory for employees to participate, it’s mandatory for you to create opportunities. Allow for coworkers to intermingle in relaxed environments away from work. This can include happy hours, volunteer efforts, and team competitions. Know that people tend to socially prefer people closer to their own age, so create dedicated efforts to encourage employees to get to know one another.

Maintain

Once those programs are implemented, it’s up to leadership and team managers to create a fair environment. They set the tone and foster day to day collaboration and are champions for inclusion.

Can’t we all just get along?

Raised with different parenting methods, historical events, technological advances, and general experiences, conflict is inevitable – but not insurmountable.

The villain is not time or each other, it’s a lack of communication and understanding. Don’t allow yourself to get absorbed into the stereotypical generational differences, instead focus on the real root of the problem and utilize traditional methods of conflict resolution.

For instance, if an Xer is frustrated with a Millennial’s lack of ability to work independently, the problem is likely not that the Millennial needs constant validation and participation trophies. It is more likely that the Millennial did not receive the training that they needed. Use generational stereotypes to understand, not condemn or dismiss.

The Responsibility of Inclusion

To promote inclusion, keep an eye out for teammates who may be treating other employees unfairly, and promote plenty of teamwork and collaboration. Let employees be their authentic selves, but discourage exclusionary behaviors.

Unite your team towards a common cause. All generations are looking for meaning in their work. A shared purpose goes beyond our understanding of age. To learn more about facilitating a shared purpose, read our White Paper here.

Generational differences are nothing new. We have worked through them in the past and will continue to do so. However, with dedicated efforts and programs, we can make teams even more efficient and effective.

Tips from Within

James Sense is a Regional Vice President for Roth Staffing Companies (parent company of Ultimate Staffing Services). He manages several teams across Southern California, with ages ranging from recent college graduates to some of Ultimate Staffing’s most tenured coworkers. Check out his tips for managing a multigenerational workforce:

“Managing different generations can sometimes be difficult, but I have found that if we learn to recognize strengths within the generations, we can take advantage of these strengths to unite as one unstoppable team. The more we can collaborate, intermixing different generations and viewpoints, the more the teams will learn what the tenured coworkers can offer and the tenured coworkers can learn from the newer coworkers new ideas of doing the same tasks. I think as a manager today, we have to focus on the overall result, not how it gets done.”

Social Skills: Rules for Facebook

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It’s this new thing called Facebook – ever heard of it? Boasting one billion members, Facebook has become a staple in everyday social life. As the social world expands into the professional world, it’s time to use this social tool to boost your professional life.

While LinkedIn is a more logical choice for professional involvement, Facebook boasts nearly 5 times as many members as LinkedIn, and a higher engagement rate: 70% of Facebook users engage daily vs. only 13% of LinkedIn users (Pew Research). With more members and more frequent use, more opportunities are available. Amongst people who found their current job through a social network, 78% attributed their job to Facebook, while 40% cited assistance from LinkedIn (Jobvite).

Facebook can be a vital tool, not only in your job search, but also in building and strengthening current professional relationships.

However, the tactics required for Facebook professional success differ from casual social use. Check out our recommendations for preparing your profile, expanding your Facebook use in a job search, and maintaining use in your professional life.

Prepare: Are you ready?

It is against Ultimate Staffing’s policy for our own hiring managers to make hiring decisions based on a candidate’s Facebook profile. Correspondingly, we have no social media requirements or expectations for candidates or our Ambassadors. However, it’s possible other organizations might not adhere to the same standard. The information displayed online is simply too tempting. Hiring managers, more likely than not, will check your Facebook. According to Careerbuilder, 60% of recruiters will use social networking sites to research candidates.

The good news is that most recruiters aren’t looking for the “bad stuff”: 60% are looking for information supporting your qualifications, while only 21% are looking for disqualifying behavior (Careerbuilder).

Another source reports more than 40% have reconsidered a candidate based on what they found, and as many as 69% of recruiters say that they have rejected a candidate based on their findings.

Even though a study by the Journal of Management found there was no link between social media and professional behavior, and that recruiter predictions based on social media are often wrong, humans – hiring managers included – cannot always separate judgments logically. What’s on your social media does not define you, but it can influence how hiring managers see you.

The good news is that your Facebook page can also display you in a positive light as well, helping hiring managers can get a more dimensional view of you as a candidate, including potential culture fit.

You need to be prepared for potential employers to look you up, to utilize your current connections, and to reach out to other professionals.

Disclaimer: These are only recommendations for using Facebook for professional use. There are no requirements on your social media behavior. The tips listed are only intended to be helpful, if you choose to use Facebook as a tool.

Privacy, Please

When it comes to Facebook, you can choose how much or how little the public can see. As always, it’s usually best to make your profile completely private. But if you want to be found, you can customize your privacy settings.

You can control who “sees your stuff,” who can contact you, and who can look you up – you can even prevent search engines from linking to your profile. This can help prevent recruiters’ wandering eyes.

privacy-settings

No matter your privacy settings, it’s best to clean up your profile. If this process feels too daunting, consider employing a squeaky-clean scrubbing app like Scrubber or Clear to make controversial content disappear.

Picture Perfect

People can see your profile picture, even if your profile is private. Since this is Facebook, the photo can be more casual than your LinkedIn photo – but it should be a nice photo.

Consider your clothing, background, and other people included in the photo. Double-check your tagged photos and ensure all photos you make visible and add in the future are appropriate.

About Me

In your About section, you can customize any and all information you advertise. Your About section includes your work and education, places you lived, contact and other basic information.

Your work and education will be the most important features in your job search, make sure those details are accurate and up to date.

To access your About section, go to your profile and click About.

facebook-screenshot

When others click on your About section, they can also see your:

  • Friends
  • Latest photos and videos
  • Places you “checked-in”
  • Pages you’ve liked
  • Events you’ve attended
  • Groups you are a part of (even if they are “closed groups”)
  • And other preferences

These can help build a more well-rounded picture of you as a candidate. But they can also reveal things that you may not bring up in an interview.

Be aware that the pages, groups, and places you’ve been may make recruiters uncomfortable.

Education and Work History

This is pretty self-explanatory, and can be found in the “Work and Education” section, under the “About” tab. Keep this up to date and accurate.

Posting & Liking Habits

When outsiders look at your profile, they can see your status updates, dating as far back as the day you joined Facebook.

According to the Jobvite Recruiter Nation Report 2016, recruiters site these as disqualifiers:

  • Typos – 72%
  • Marijuana – 71%
  • Oversharing – 60%
  • Alcohol – 47%
  • Selfies – 18%

Meanwhile, Careerbuilder states the following as disqualifiers:

  • Provocative or Inappropriate Content – 46%
  • Alcohol and Drugs – 43%
  • Bigoted Content (Race, Religion, Gender, etc.) – 33%
  • Bad-mouthing Previous Company – 31%
  • Poor Communication Skills – 29%

Note: there are ways to prevent individual connections and the public from seeing certain posts – see our Friends section for details.

Unless you specifically select your audience, all the articles you share and thoughts you express are made available. Again, the rule should be: if I wouldn’t share it in an interview, I probably shouldn’t post it publicly.

When deciding what to post, it’s best to follow the 6 B’s:

  1. Better Half: avoid oversharing about your significant other, especially intimate details or photos
  2. Bucks: money is a sensitive subject, complaining or bragging about salary can look unprofessional
  3. Booze + Bud: weekend partying may not portray you in the best professional light. Also, while marijuana laws are changing from state to state, it remains illegal under federal law and worker’s rights under the new laws vary according to location, and may not always lean in your favor
  4. Barack: politics are a volatile topic at the moment – it’s best to avoid them all together.
  5. Battleground: Do not start arguments on Facebook, those discussions are best suited for Messenger. Also, avoid complaining about any current or past jobs
  6. Blades + Blasters: weapon-related posts can make people feel uncomfortable, it’s best to avoid these

Keep these in mind with future posts and when sifting through past posts. Practice good grammar and spelling, and post things that you are proud of, including your accomplishments and activities. Go crazy when it comes to posting, liking, and commenting on professional and industry related topics and pages.

Careerbuilder cites these as the social media information that WILL get you hired:

  • Information Supporting Qualifications – 44%
  • Professional Image – 44%
  • Evidence Personality Fits Company Culture – 43%
  • Wide Range of Interests – 40%
  • Great Communication Skills – 36%

Tips from Within

Victoria Hayes and Valerie Killeen make up the Social Media team at Roth Staffing Companies (parent company of Ultimate Staffing). With experience in social media management and public relations, they are Facebook pros. Check out their tips on getting the most out of Facebook:

“Making sure your profile is appropriate for any professional contacts doesn’t mean ONLY posting professional content, or having a professional headshot as your profile picture—people expect your Facebook to be more laidback than your LinkedIn, and sometimes, pictures of your puppy even attract the most engagement!” says Victoria.

She continues, “However, you may want to think twice before posting photos of your beer bonging last weekend or whining about your latest break-up. Stay away from posting anything that could be construed as discriminatory in anyway. Clean up your act by un-tagging any inappropriate photos, deleting rude or distasteful comments from friends, and un-joining any groups that may not necessarily scream, I’m a professional adult, hire me!”

Outside eyes can also see what your friends post on your timeline. In your privacy settings, you can turn on a setting that allows you to personally approve every post that comes from third parties.

Friends

Before you look to expand your Friends list, look to your current Friends – they can serve as connections or referrals, they can even be checking you out!

Don’t be afraid to lurk on your current Friends’ pages to find out what industries they are in or what jobs they might have. If you are interested in getting involved in their industry or organization, maintain an active relationship with them. Don’t be afraid to reach out and ask for their advice or opinions on changes in the industry. Some may find it off-putting if someone they don’t really know randomly asks them for a job, but most are happy to reconnect and give a helping hand.

If there is anyone in particular you want to impress or if you have posts only intended for a certain audience, you can organize your friends into categories. Go to the menu on the left of your Facebook homepage and select “Friends List.” Categorize your friends to your heart’s desire, particularly setting apart professional connections.

Then when you post, you can select your audience. This can allow you to freely post anything from the 6 B’s!

When you click to update your status, look to the lower right hand corner, and click the drop down arrow. Scroll down to more options, click custom, and there you can customize who you want to share with and/or who you don’t want to share with.

Expand: Utilizing your Facebook for a Job Search

Now that your profile is ready for professional interaction, here are a few tips to expand your usage to help you find new opportunities.

valerie

Valerie recommends beginning with marketing yourself:

“Once you’ve cleaned-up your profile, let your network know that you’re looking for new opportunities… Your friends and family will be apt to help, making recommendations and introductions, and, at the very least, cheering you on! Share periodic updates, to keep your job quest at the top of their feed (and at the top of their mind)

Pro-Tip:  If you’re currently employed and searching confidentially, ensure you’re not sharing these status updates with current coworkers.”

Networking and Alumni Groups

A simple search on Facebook can lead you to a variety of networking and alumni groups. They are likely to post about different job opportunities, and are great places for you to ask about job opportunities. Forge connections with others in the groups, post relevant articles, and pose questions. It is very important to follow the B’s in these groups.

“Like” Company Pages

Companies often post about job openings or internship opportunities on their social media pages—be sure you’re following any companies you especially like to stay in the know. Take it one step further by engaging with their posts.

“As someone who has managed brand pages, it definitely doesn’t go unnoticed when one person consistently comments on or likes the company’s content,” says Victoria. “With this being said, go beyond the obvious like ‘nice’ or ‘love it’ and make sure your comments are thoughtful and worth reading.”

victoria

A knowledge of an organization’s happenings will definitely come in handy during your interview processes. Not only will they recognize your name, but you will have an up to date understanding of the organization and can provide better insight.

Friends & Liking Habits

As you increase your professional connections on Facebook, be wary of your online behavior. While you can filter who sees your posts, there isn’t a way to filter your liking or commenting activity. In their personal newsfeeds, your friends and connections can see everything you like and comment on. Again, if you regularly like and comment on things that fall within the 6 B’s, it might be best to have a fully private profile.

Maintain: Using Facebook in the Workplace

Once you’re hired, your online presence will maintain importance. We don’t recommend checking Facebook at work, but Facebook can be a powerful tool in making and strengthening workplace friendships.

Strong social relationships play a significant role in workplace engagement, and online involvement plays a role in this era of social relationships.

Those with a best friend at work tend to be more focused, more passionate, more productive, and more loyal to their organizations. Facebook can help build those friendships.

Note: You are allowed to reserve Facebook only for yourself, and not utilize it at all in your job search or workplace relationships. If that is the case, it is still a good idea to put your profile on private. It might also be a good idea to let your coworkers know that it is nothing personal, just a preference. Then put forward extra effort in the workplace, like going to lunch or after work Happy Hour.

Engage with their posts and photos (without being inappropriate), and you will soon find that you are learning more about them.

Continue the same practices utilized in preparation and expansion

  • Maintain a work-friendly profile
  • Categorize your friend groups
  • Be wary of posting, commenting, and liking habits

Facebook is more than something to stare at when bored. It can be a powerful tool that can change your professional life – for better or worse. Proactively protect yourself, make a career change, or strengthen your workplace relationships.

Passive Candidates:

Attracting casual job seekers in a candidate-driven job market

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It’s a candidate’s market, we just live in it. Unemployment has fallen below 5%, and the demand for new talent only continues to grow. According to Glassdoor, 90% of recruiters agree that the market is in the candidates’ favor. When available talent dwindles, you have to find them.

Only a few candidates are actively seeking new opportunities. LinkedIn states that 25% are actively looking for new work, with 2/3 of them currently employed. Meanwhile, 75% of jobseekers are considered passive, employed but open to new opportunities. These candidates are called passive candidates or non-candidates. They are the majority of talent available.
Passive jobseekers shouldn’t be a last resort. Instead, actively strategize a recruiting approach that allows you to reach out to those who are currently employed. Their casual approach to a job search requires a dedicated technique.

This “non-candidate” pool is where the majority of talent is and can result in the best hires.

Desire & Intent

With the demand for candidates high, and the availability of talent low, top performers have the luxury of being able to find new work somewhat easily. While Millennials are labelled as “job-hoppers,” more frequent career change is a phenomenon expanding across all generations and industries.

A survey by Willis Towers Watson states 3 in 10 employees say they are likely to leave their employer within the next two years. The average tenure has decreased
from 4.6 years in January 2014 to 4.2 years in January 2016 (Bureau of Labor Statistics).

Meanwhile, only 15% of workers are completely satisfied and don’t want to move on to another company (LinkedIn).

Job-hopping and dissatisfaction elsewhere can work in your favor. With satisfaction low and intent to leave somewhat moderate, employees are more likely to be open to a passive candidate experience.

Casually talking to recruiters or browsing the occasional job post are relatively low risk methods of exploring new opportunities.

Even satisfied workers glance at outside opportunities. While 80% of passive jobseekers are satisfied in their current job (LinkedIn), almost 60% of workers look at other jobs at least monthly (Indeed). Platforms like LinkedIn and Glassdoor introduce new opportunities to passive candidates on a daily or weekly basis. Meanwhile, 84% of candidates would consider leaving their current company if another company with an excellent reputation offered them a job (Glassdoor).

In 2015, 75% of workers with new jobs hadn’t actively applied for the position, they were “poached” or referred (FRBSF Economic Research). Seeking passive candidates is common practice, for reasons beyond necessity.

Boomerang Employees

Another untapped resource lies in former employees: 40% say they’d consider returning to their former company (Workplacetrends). These are called boomerang employees. You already know their skills and culture fit, and they know what to expect from your workplace.

Passive Candidate, Active Results

Passive candidates have up-to-date experience, in-demand skills, and current industry knowledge. They likely won’t have a gap in their resume. They are also 120% more likely to want to make an impact, 33% more likely to want more challenging work, and 17% less likely to need skill development (Undercover Recruiter).

Passive candidate performance was rated 9% higher than active candidates, and these individuals were 25% more likely to stay with an organization long-term (CEB Recruiting Leadership Council Global Labour Market Briefing).

However, these perks come at a cost: 32% of passive candidates expect a salary increase of more than 15% if approached by recruiters, and that figure rises to 51%
if the job in question requires relocation (Indeed).

They are harder to find and are less likely to jump through hoops. To get their attention, they require a great deal of flexibility in your talent acquisition process.

The 3 P’s of Passive Candidates

Passive candidates are less likely to find you, less likely to participate in long hiring processes, and less likely to take the leap without plenty of information. No matter the circumstance, a new job requires risk and therefore trust. To attract passive candidates, the process must be quick, informative, effective, and friendly.

When pursuing passive candidates, you must have a plan: be prepared, be proactive, and be persistent. While these steps may feel numerous, they are the building blocks of a comprehensive strategy that will lure in both active and passive candidates.

Be Prepared

  • Culture: Before you begin your attempts to attract new employees, focus on creating an engaging culture for your current employees. The right culture will keep your current employees from job-hopping and turn them into your biggest advocates in attracting future employees.
  • Referrals: Encourage your employees to join the Create a referral reward program to increase your prospects. Referrals tend to be faster, cheaper, and have higher retention rates.
  • Resources: Be sure you have the resources available to capture the attention of passive jobseekers. Be prepared to make a competitive offer and have opportunities available for advancement.
  • Online Presence: Update your website and social media pages to appropriately reflect your culture and other Be sure your site is mobilefriendly for casual, passive browsing. Pay close attention to your Glassdoor page so candidates can gain a candid understanding of your workplace.
  • Simplify: Streamline your application process and simplify your hiring process to move prospects along quickly (click here to read our White Paper). Be sure to test your online application process yourself from a candidate’s perspective.
  • LinkedIn and Beyond: This will be one of your most powerful tools, but only if you use it LinkedIn is a dynamic community of both active and passive jobseekers. But how you interact with them may change the outcome.

Be Proactive

  • LinkedIn and Beyond: This will be one of your most powerful tools, but only if you use it correctly. LinkedIn is a dynamic community of both active and passive jobseekers. But how you interact with them may change the outcome.According to Social Talent, 81% of recruiters choose to send a LinkedIn “connect request” or InMail first to engage a passive candidate; but only 14% take the time to send an email, and only 5% try to reach out through a phone call. Utilize LinkedIn, but don’t be afraid to go beyond it. Send personalized messages and follow up with other forms of communication.

    Make sure your profile is professional, up-to-date and utilized regularly. Share articles and posts, especially ones that would apply to someone who may be looking for a new job.

  • Meet Needs and Expectations: Give passive candidates a comprehensive view of what this job change will look like and what they can expect in the new position.

    According to LinkedIn, the most important factors for passive jobseekers are:

    • Better compensation and benefits
    • Better work/life balance
    • Greater opportunities for advancement
    • More challenging work
    • Better fit for skill set
  • Research: Gain an understanding of the candidate: their current position, their past positions, their passion projects, their volunteer work, etc. The more you know about them, the better you can understand them, their needs, and the potential impact on your organization.

Tips from Within  ULT Passive Candidates WP 2017

Kelli Dobbins is a seasoned recruitment professional and a National Talent Engagement Manager at Roth Staffing Companies, the parent company of Ultimate Staffing Services. Roth just wrapped up its biggest hiring year in history, increasing headcount to its workforce by 20% year over year. Kelli has filled positions ranging from entry-level opportunities to leadership roles.

Here’s her advice on winning over passive candidates:

“Double down on the communication with candidates you are working with and stay in touch frequently (via phone, text and/or email).

“Take time to get to know who they are, what their future goals are and what is going to be important to them in a new role, rather than trying to sell them a specific opening we have right now. It’s much less transactional… and more of a process of building a relationship. I like to keep track of the passive candidates I speak to and remember to reach out quarterly, just so they know that I haven’t forgotten about them.”

Be Persistent

  • Maintain: Stay in touch with former employees. Send holiday cards and check in on LinkedIn. Not only can they become boomerang employees, but they can also provide referrals.
  • Patience: Just because a candidate isn’t ready or available now, doesn’t mean they won’t be in the future. Keep in contact without being overwhelming.
  • Meeting Places: Passive candidates will likely not want their current employers to know they are looking. Allow for calls beyond normal business hours and meetings in less-public places.
  • Diversity: Jobseekers use up to 16 sources in their job search, while passive jobseekers may use none. Advertise openings on non-job centric sites, like Facebook or Instagram, to attract those who are not frequently on LinkedIn. Diversify your platform search and presence, so you can find and be found.

Being recruited is flattering, so allow yourself to get involved in the excitement. Passive candidates are an elusive entity and in hot demand. But with a dedicated strategy, you can improve both your passive and active candidate prospects.

Although inconvenient, a limited pool of candidates is a good thing. It means the economy is improving. Jobseekers now have more opportunities and you have the chance to be part of their journey. You can be the dream job someone doesn’t know they’re looking for.

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Purpose: A White Paper

purpose wp
This entry was posted in Business Customers, Whitepapers on by .

You’ve heard that “teamwork makes the dream work.”

But at Ultimate Staffing, we’ve learned that the opposite tends to be more effective: “dream-work makes the team work.” A shared purpose (the dream) amongst a team, and across an organization, serves as a powerful motivator and has a positive effect on the entirety of your business.

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