Today’s generation of jobseekers is different. But here’s the kicker: When candidates change, and the recruiting environment changes, jobs as recruiters change, too. Now is the perfect time to rethink the perspective—and correct bad behaviors.
The worlds of marketing and recruiting are converging. Savvy talent acquisition teams are becoming more and more like the marketing team daily tapping into the consumer brand and aligning it to the employer brand.
Recruiters are learning that the market is changing along with the interests of the next generation of workforce. Effective job descriptions need to be written with a marketer’s eye and offer something different than the other countless ads for the position. What does the job description say about the company culture? Does the description explain what the candidate will actually be doing? Lou Adler, author of Hire with Your Head: Using Performance-Based Hiring to Build Great Teams, suggests, “Define the job, not the person. Define success, not the skills. It’s best to separate the job from the person. This allows for a more objective appraisal of true competency.”
What can the firm do to attract and engage candidates in a competitive talent pool? Jobvite CEO Dan Finnigan discusses the role innovation plays in differentiating companies from their competitors in talent acquisition.