Webinar Recap: 2020 Job Seeker Nation Report

    

This week Kevin Grossman, President of Talent Board, met with Jobvite’s Chief Marketing Officer, Jeffrey Rohrs, and Jobvite's Sr. Director of Marketing, Kerry Gilliam,  to dive into some of the most compelling data from the Jobvite 2020 Job Seeker Nation (JSN) Report. 

During the webinarthey discussed the report’s findings as it relates to job seekers, employers, recruiters, and talent acquisition leaders, and insights from Talent Board research. They concluded with an engaging Q&A with the recruiting community about what the report tells us about how job seekers and employees attitudes, behaviors, and preferences continue to evolve with the times.  

Let’s get right into it! Below we touch on a few highlights from the webinar. For the full webinar click here. 

The Pendulum Has Swung 

The current economic environment has changed the dynamics of today’s job market. Before COVID-19, candidates were in chargeBut now, across the board, people are finding it much more difficult to find a job. The pendulum has swung from the job seeker to the employer. The question to ask yourself is how your company will react.  

  1. Simplify your application process. Assess steps and time to apply.  
  2. Mobilize, especially for roles where it matters most.  
  3. Communicate often and well, even when the news is bad. When candidates are given feedback, especially in the final round, it raises the level of perceived fairness by the candidate. In turn, your brand in strengthened. 

 Key Takeaway: Finding a job is harder than ever. Don’t make applying for a job difficult.

 

Lead with Humanity 

The stress is real. Many individuals are concerned about losing their jobs. Some may have colleagues that were laid off and now shoulder additional workloadsWe’re all juggling and struggling more with both work and home lifeFor instance, nearly one-quarter of respondents (22%) report a more drastically increased stress level at work. And from March to April 2020, one in five (19%) surveyed workers or members of their immediate families had gone without food for 24-hours due to a lack of money.  

 When you’re engaging with candidates don’t lose sight of this extraordinary situationand provide flexibility and accommodation when possible. Fortune 500 companies need to lead in this situation and be as compassionate as possible not just with candidates, but with their recruiting colleagues - as they carry out internal and external recruiting plans.  

Key Takeaway: Click here for remote recruiting coaching tips to help your recruiting team.  

 

Turn to Internal Mobility to Engage Your Employees

As much as there is talk about work mobility - that individuals (especially millennials) only move up by moving out - the JSN report found that, for many candidates, this isn’t necessarily true. They’re looking not only for workplace where they can stay, but also one where they can grow. Especially in these uncertain times. However, the JSN report did note that, while the majority of respondents are content where they’re at, they are still keeping an eye out for growth opportunities.  

Both of these factor heighten the importance of internal mobility programs, especially for in-demand workers and high performers. If you don’t already, now is the time for your talent team to: 

  1. Provide high performers and key players with clear career paths. 
  2. Develop mentorship programs for internal talent. 
  3. Complete a skills inventory to assess internal talent vs. anticipated need. 
  4. Create or optimize your internal mobility program. 

Key Takeaway: Now is the perfect time to make stability and internal mobility a differentiator for your company.  

 

It’s Time to Automate 

A majority of workers (54%) apply for jobs even if they don’t have all the required skills listed in the job description. That number will likely grow with fears over the economy. Historic unemployment combined with rapid rehiring in the face of smaller talent acquisition teammeans it’s time to seriously consider automation. 

Review your recruiting programs process and work flows, identify any in-house automation capabilities, and then look towards modern CRM technology out there to build your program. Don’t forget automation should power personalization, not lose it. Nowadays, candidates crave the same personalization from recruiters as they get from marketers.  With the technology available, this is not only possible but becoming necessary to remain competitive. 

Learn More 

Do these findings and the others from the Jobvite 2020 Job Seeker Nation Report have you thinking about your talent programs next steps? If so, we’re here to help.  

LET'S CHAT

 

Comments

Simplify your recruitment marketing results

Request a Demo
Woman-with-headset