In part 1 of this review, we covered the topics that focused on diversity & candidate experience when hiring emerging talent. In part 2 we take a bird’s eye view of the hiring landscape and with special mention of how stress.
Stress and Emerging Talent – Not a good mix!
Colin Minto, Director of Apeoplebusiness
We were enlightened by Colin Minto about the stress factors that may be hindering or swaying a candidate during the recruitment process. Anxiety is common, almost expected in fact and great interviewers know how to calm the nerves of candidates who may be experiencing this. But what if the interviewer themselves is stressed?
Launchpad did a study on the science behind human decision making during the hiring process and found that there was a clear pattern where the average assessment score for a candidate dipped between 12 pm and 2 pm. That’s lunchtime, a basic need is not met, stress levels go up and decision making flounders. It would fall under the health bracket where Colin Minto outlined 3 causes of stress:
If hiring managers or recruiters are experiencing stress and mental health issues, then not only will productivity drop, the risk taken in the business can rise and also over time, cultural issues make take fold.
People leave organisations because of stress and can be costly when hiring young people. They are more likely to have fewer responsibilities so the decision to up and leave is lighter than those who perhaps have a mortgage to think about. So how to prevent this? First, identify what problems are leadership worrying about. It could be something within productivity, risk or culture. Measure the costs to that not being fixed and quantify for your CFO. That will build the business case for tackling mental health in the workplace. Secondly, Colin advises you to identify specific parts or units of the business to tackle the mental health issues there.
Connect with Colin on LinkedIn, as there is no doubt he has a lot to share on the topic
Your future workforce: attracting the next generation of talent
Neil Millett, Marketing manager at reed.co.uk
The importance of employee well-being was highlight also in Neil Millett’s research into attracting the next generation of talent. According to reed.co.uk, the 3 biggest fears that young people face when entering work include a feeling of being underqualified, not being taken seriously and the impact of stress and their mental health that work will have on them.
In his talk, Neil revealed the changing nature of how 16-24 year old’s enter the workforce, use social media and what are the key motivators that matter to them. Some stats were almost expected, for example, the majority of key career advice influencer are parents and 52% of job seekers will use a job board first to find work.
However, on the other hand, there were some enlightening stats on how they use social media to search for jobs. Many of the heralded best employer brands do not use social media to just post jobs and when 61% of the respondents said they don’t use it to apply for jobs it further solidifies why it would be fruitless to do so. Instead, they use it to follow dream employers and 63% of them will choose an employer based on your social presence.
Lastly, Neil pointed out that there is roughly 19,395,000 million 16-24 years old’s in the UK. A small set of about 1,195,000 goes through the UCAS or Apprenticeship route to enter the workforce. What about the other 18.2 million? How do you target them?
I’d leave that to you to ponder on and perhaps connect with Neil about on LinkedIn
Getting Digital Candidates into the right roles – a case study
Lauren Jepson from Vodafone and Suzanne Courtney from Cut-e
On that point, Vodafone is doing some great work on connecting with the youth of today by asking, what will you be? Partnering with Cut-e, it’s an initiative they shared at the event about providing career guidance and access to training content in the digital economy spanning 10 million young people across 18 countries. If you’re like me, you probably grew up saying you wanted to be a doctor, or lawyer or fireman, or even a princess. What do all these have in common? They are all traditional roles. Some are here to stay but other’s have & will be been eaten up by the tide of automation. And further to that, new roles like my own (social media manager) didn’t exist when I was 15 years old. It wasn’t a thing and so like many, I wasn’t trained during school or university to do this job and career advice centres were and still is outdated in that respect.
Vodafone is on a mission to bridge the digital skills gap and they released a new project called the future jobs finder which allows anyone (they’re targeting the youth but anyone can do it) to take a quick psychometric assessment and match their skill set & preferences to roles within the digital sphere. And if you’re lacking some skills in your preferred match, it shows training courses to up your skills.
This resulted in a huge amount of engagement from the youth of today and they have had a 91% positive sentiment score to boost. It’s still early days as they went live with it only in March 2018 but they’ve already got project teams in each of the countries they launched to go into career teams, high schools and universities to help bridge the digital skills gap. Not only a great HR initiative but also a CSR and sustainable initiative that will most certainly have dividends for there efforts hiring the next generation.
Connect with Lauren on LinkedIn if you’d like to know more about the programme
In conclusion, Talent Leaders Connect had put on a very noteworthy event wherein each talk, you had little golden nuggets to take back to the team. We hope this recap helps you with a reference point to share with your colleagues and be inspired to improve your emerging talent hiring initiatives.
Just a note: If you’re looking to improve the diversification and quality of your emerging talent, talk to Jovan about which specialist agencies are best to work with and we will connect you.
Image credited to TLCon
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