Breaking Through the Clutter: Management Tactics to Avoid

March 6th, 2015

The times, they are a-changing when it comes to how you can best attract, recruit and retain leading talent. As you prepare for future success, you may need to bust some paradigms and create new ones – or at least modify the way you’ve always done business. Here are some tactics to avoid:

Eliminating Candidates for “Social” Reasons

More than 90 percent of employers use social media to screen job candidates, but among more than 1,500 job seekers surveyed, only 66 percent have a social media presence. Without a doubt, social media is the way of the future, but be careful not to eliminate qualified candidates who simply prefer not to actively use it.

  • A significant number of candidates would rather not conduct personal interactions online. They may place a high emphasis on maintaining their privacy in light of companies who use such media to conduct research. Or, they may just want to simplify their lives. This doesn’t preclude them from being potentially stellar employees.
  • Nearly half of candidates surveyed don’t regularly update their online information to match their resume. A total of 48 percent of respondents cited this as a low-priority effort.

Social media has been a recruitment boon. However, some factors typically labelled red flags for ruling out candidates should not become deal breakers.

Setting Limitations Based on Preconceived Notions

Based on experience and habit, you may tend to limit candidate selection based on the following factors. If so, think again.

  • Job title: Research has shown that 55 percent of hiring managers have selected candidates because they previously held the same job title as the position for which they were recruiting. This rules out others who may be equally or better qualified.
  • Experience in your industry: Broaden your realm to include candidates from different fields and look for situations where their skills, personality and experience could successfully transition into your business. This could actually result in an added level of innovation and new ideas.
  • Long-term unemployment. There is no hard scientific evidence to support a connection between length of unemployment and a person’s future performance, as reported by Forbes. When hiring, always consider a wide variety of candidates, including those whose records are less traditional.

Failing to Understand Millennials

Also known as Gen Y, millennial workers have different values than previous generations. And starting in 2015, they’ll become the majority in the U.S. workforce. For millennials:

  • Money is not the most important reason to choose an employer. Only 25 percent of Gen Y job seekers in a recent study reported that money and benefits were extremely important to them. This compares with 84 percent who noted that meaningful work was very or extremely important.
  • Career pathing is critical. Millennials want to know they have room to grow within your organization. They expect to move more quickly than their predecessors into leadership roles, so if they know upfront how long it might take them to advance, they’ll be more likely to stick around.
  • Culture plays a huge role. Put your values and culture on display. If feasible, include other Gen Y employees in your hiring and interview process. Use tactics that millennials will relate to, such as an employee-run blog or “behind the scenes” content on your web page.

At Select Group, Inc., we take your recruitment success personally and apply a forward-thinking approach to meet your current and future needs. Contact us today to learn more.

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