The Playing Field Has Changed: Senior Managers Failing to Recruit Talent
Graduates Have Different Career Attitudes
Traditional career attitudes are increasingly being ignored as each wave of graduates enter the work force. Gone are the days when people aimed for a single life-long career, which to new graduates feels more like a loss of freedom.
Statistically, the average person goes through three to seven careers in their lifetime. Graduates don’t want to become trapped in a career that feels like a dead end or their only option for income. After all, they might be able to contribute so much more in a different industry.
The Red Flags in Job Ads
So, how do graduates know what to be picky about when looking for work? There are certain requirements and phrases in job ads that immediately put them off. So, what are these red flags?
“We are a family” – This is no longer an appealing workplace sentiment. These phrases scream ‘toxic work environment’ and inflexible to graduates. They want to separate life and work and balance the two.
“Three to five years’ experience in a similar role required” - It is simply not practical for most new graduates to have three to five years’ experience in a similar role. If every job had these requirements – where would they start? On the other hand, “no experience needed” can seem desperate and out of the applicant’s depth. Graduates are looking for a reasonable and realistic sweet spot when it comes to experience requirements, so they have room to grow.
“Fast-paced environment” – This is on way too many job ads. A fast-paced environment usually means that staff are overworked. Graduates want an environment that cultivates their skills and confidence – not stresses them out.
What Senior Managers Can Do Better While Still Hiring Suitable Employees
A prospective applicant might perfectly suit the job you are advertising but feel alienated by the requirements and workplace culture.
Working with a new employee is a two-way relationship. How can you get a new hire that will stick around and thrive in the role?
The Art of Transferrable Skills
Your strongest candidate might not have the exact work experience you are looking for, but rather, the skills and work ethic that you need for the role.
When looking at the job application and asking questions in interviews, investigate whether they have the skills that can be transferred to your industry. The ideal candidate would have some sort of experience that indicates the effort they will put into building skills.
The right skills and willingness to learn can mean so much more than someone that eased into the workforce with connections.
Taking a Career Development Course
Graduates want more professional development in the workplace. If they have the drive to grow and gain skills, you need to provide an environment that allows it. If you work in human resources, take a career development course to understand workforce needs and what resources will help staff grow.
These resources can encourage employees to want to stay and develop at your company.
Partnering with an RTO
A Registered Training Organisation (RTO) provides vocational education and training. Build RTO partnerships to train senior management and get them up to speed on modern workplace priorities. Employees now care about mental health in the workplace, personal connection to core values, work-life balance, and personal passions.
Sometimes, it is just a matter of updating the workplace as times change.
