LUTZ BUSINESS INSIGHTS
Understanding Today’s Jobseeker
JOSH BOESCH, LUTZ TALENT PARTNER
When it comes to recruiting new employees, how much do you really understand about the candidates you are trying to attract? Things have changed quite a bit since jobs were scarce– the post-recession millennial job seeker of today is far different than the job seeker of the past. And now that the job market has opened up, millennials (those born between 1980 and the mid-2000s) who are seeking a new position are being more selective in their next move. Attracting and retaining millennials will require employers to understand what attracts and motivates them to become valuable members of your team.
More than a Paycheck
While flexibility and time off are very important factors in a job seeker’s decision, most of all he or she seeks an opportunity to learn and grow. If you do not challenge a millennial, he or she will likely begin to search for opportunities outside of your organization.
It’s no longer just about the paycheck. Employees now leave for greater growth opportunity, better work-life balance, flex-time and location. In fact, the desire for work-life balance is no longer gender specific—men and women alike are viewing their lives more holistically, and they are gravitating toward those companies that offer greater balance. We are also seeing more millennials ask about these details during the interview process, showing their importance to them in a job.
They May Not Even Be Looking
A more interesting question might be who isn’t looking. According to JobVite’s 2016 Job Seeker Nation Study, 51% of workers are satisfied with their current position, yet open to a new job. That means almost half of your satisfied employees would entertain a recruiter’s call for better growth opportunities, or one of the other factors mentioned above.
Social Media: Preferred Research Tool
By 2025, Millennials will comprise 75 percent of the workforce, and that’s not too far off. Millennials approach a company very differently than any generation that preceded them. They have more tools to thoroughly research not only the company but the people who work there. They use Facebook and LinkedIn to learn more about the backgrounds of the team they might be joining; specifically, they want to know if their values, backgrounds and skills match up with their own.
Instant Access Job Search
Gone is the day when job searches were conducted furtively via one or two platforms. Instagram, Snapchat and Pinterest have joined Facebook and LinkedIn for social job hunting. The use of mobile apps and social media compel companies to constantly update the ways in which they reach out to job seekers. In fact, companies vying for the attention of top candidates need to stay engaged in what motivates those employees, as well as how they choose to receive their information.
We find that millennials are more responsive to us via electronic communication, as opposed to phone calls. We are finding that the best way to reach millennials is via text, email and social media—a major shift from previous generations.
Technology will continue to dramatically change the ways that job candidates access information about companies and their open positions. Companies that want to attract top talent will need to determine whether their benefits packages speak to the values and needs of today’s job seekers. They also need to be sure they are reaching the best pool of talent in the way their future employees want to be reached.
Lutz Talent is the premier search firm in Accounting and Finance direct-hire placement and temporary staffing in the Omaha, Lincoln, Hastings, Grand Island, and greater Nebraska, South Dakota, and Western Iowa region. Our years of individual experience and company-wide expertise in the industry enable us to source the precise talent to fit our clients’ needs, with a shared sense of urgency and emphasis on confidentiality. We pride ourselves in finding the right fit for candidates and clients alike. If you are looking for a tailored approach to your search, contact Josh Boesch, email@example.com, to discuss further.
ABOUT THE AUTHOR
JOSH BOESCH + LUTZ TALENT SHAREHOLDER
Josh Boesch is a Lutz Talent Shareholder with over 14 years of audit and recruiting experience. He heads the Lutz Talent division, a service that helps clients identify “the ideal candidate” to meet their business goals, challenges, culture and vision. His experience as a CPA and his approach to gaining an in-depth understanding of the client’s talent needs, including the skills, experience, cultural understanding and personality fit, has been integral to his success.
AREAS OF FOCUS
- Recruiting and Search Services
- Confidential Replacements
- Temporary Staffing
- Salary Reviews
- Position Description & Advertising Analysis
- Screening & Selection Assistance
- Outplacement Services
AFFILIATIONS AND CREDENTIALS
- Nebraska Society of Certified Public Accountants, Accounting Careers Committee Vice Chairman
- Institute for Internal Auditors - Aksarben Chapter, Member
- Information Systems Audit and Control Association - Aksarben Chapter, Member
- American Payroll Association - Nebraska Chapter, Member
- Association for Corporate Growth - Nebraska Chapter, Member
- Certified Public Accountant
- BSBA, Accounting and Managerial Information Systems, Creighton University, Omaha, NE
- St. Vincent de Paul Parish, Volunteer
- Knights of Columbus, Finance Committee and Membership Vice Chairman
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- 4 Reasons Why You Should Outsource Your Recruiting Efforts
- 7 Strategies to Help Your Company Solve the Talent Shortage Puzzle
- Tips for Avoiding 6 Costly Hiring Mistakes
- Understanding Today's Job Seeker
- How to Get Hired: Tips for Landing a New Job in 2017
- Reference Checking? That's Optional, Right?
- Hurry Up and Wait: Jobseeker Reality
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