Slash Culture: How can recruiters make it easier for temporary workers to find their next job?
Toby Conibear, global sales director at Bond International Software discusses the rise in millenial job hopping and juggling and how recruiters can get on board witbh this
Over the past year there has been a dramatic change in attitudes to the job market, driven in no small part by the growing number of millennials now employed. One of the more surprising changes is the rise in ‘slash culture’, with many millennials now juggling more than one job. Our recent research has shown that millennials are profession shifters, moving between jobs and industries much faster than older generations. There is a higher demand from millennials for flexible working, with many opting to juggle two jobs rather than working fixed office hours.
Many millennials also see themselves as entrepreneurs, which explains the shift between different industries as they look to gain a variety of skills. Nevertheless, the fluidity in millennial employment may also be because organisations are not appealing to their values – our survey revealed a staggering 100% of respondents believe it is important that the company they work for stands for something.
Yet while the concept of temporary jobs is appealing to this generation, offering both working flexibility and access to diverse skills, the temporary recruitment process can be both slow and inefficient – something that will not appeal to the instant gratification expectations of the millennial.
This is a different approach to traditional temporary working – and it is therefore essential that recruiters really understand the new drivers for temporary employment amongst millennials and ensure they are truly responding to candidates’ needs and objectives.
Millennials will be flexible and that provides switched-on recruiters with a great opportunity to manage and fill fluid demand. Millennials looking to take on more than one part-time role will be negotiating on working hours and planning their working lives around lifestyle rather than vice-versa. Recruiters need to be up to date with each candidate’s current working situation – including the days he or she is available to work each week. Regular updates are important to ensure the information is up to date and the use of accurate scheduling tools can transform the process of identifying which candidates are available for a specific role.
While flexibility is clearly important, the ability to attain skills diversity and insight into different industries is also a significant driver for millennials. Recruiters that are actively looking to place candidates in roles that enhance their experience will build stronger relationships. Using excellent search technology with strong filters and rated attributes really helps to match candidate skills with a job description, making it far quicker to identify and secure the right talent at the right time.
With the values of an employer more important to millennials than any previous generation, it has become incredibly important for recruiters to both understand the culture of each organisation – and to match it to a candidate’s values. Ensuring the candidate’s attitudes and values are recorded within the CRM, alongside skills and qualifications, is now a prerequisite to ensure a good fit on both sides.
Pictured: Tony Conibear, global sales director at Bond International Software