Monster’s global recruitment survey highlights
Things are changing in the recruiting world, but millennials – who have come of age as talent professionals – are ahead of the curve. They are the ones adapting and using newer recruitment methods to be more aligned and ready for the next generation of candidates – Generation Z. This was among the key takeaways of The Monster Global State of the Recruiter 2019 survey of more than 1,700 recruiters. Other major findings of the survey include:
- The growing skills gap as a key challenge for today’s recruiter
- Transparency and respect between recruiter and candidate, and how intergenerational differences play a role
- Resume exaggerations complicate the challenge to find skilled workers
- The rise of Generation Z in the workforce
- How economic recession fears may drive global hiring decisions in the near future
The Skills Gap
Despite their confidence and a deep talent pool, 71 percent of recruiters say they struggle to fill a position because of candidate skills gaps. The five most prominent skills gaps recruiters see in candidates are all soft skills, with problem-solving/critical thinking (30%) and communication (30%) rising to the top.
By 2022, 54 percent of all employees will require significant re- and upskilling, says the World Economic Forum’s The Future of Jobs Report 2018. That’s why companies need to get ready.
“Upskilling is critical to not only retain top talent, but also to attract qualified candidates from competitors,” says Monster CEO Scott Gutz. “Companies need to evolve how they view the role upskilling plays within their own organization. Further, it’s critical that recruiters think about the impact the skills gap has across generations,” he adds.
The Recruiter/Candidate Relationship
Transparency and trust between recruiters and candidates are eroding. Only one-third of recruiters think candidates are very honest about their skills throughout the job hiring process, with 85 percent agreeing global candidates exaggerate skills competencies on their resume. Recruiters need to adjust expectations to consider candidates with most or some (70%) of the necessary skills to find the right fit.
Meanwhile, more than a third of recruiters (35 percent) acknowledge that candidates are not happy during the job process when they aren’t told why they didn’t move on to the next stage.
Generational difference >> Millennial recruiters are more trusting of candidates, with 41 percent saying they think candidates are very honest. However, despite being more trusting, Millennial recruiters are more likely than Gen X recruiters to agree that candidates exaggerate skill competencies on their resume (88 percent vs. 83 percent).
Global difference >> Interestingly, North American recruiters are more likely to think not following up in a timely fashion after an interview is a big contributor to candidate happiness compared to European recruiters (37 percent vs. 31 percent).
Recruiting for Gen Z
According to a recent Randstad technology survey, Gen Z is forecast to comprise 37% of the global workforce by next year.
What’s more, 54% of Gen Zers said they wouldn’t complete an application if your recruiting methods are outdated, and 26% of Gen Zers agree that a lack of technology throughout the hiring process would deter them from accepting a job, according to Monster’s 2019 State of the Candidate survey.
Some recruiters – particularly millennial recruiters – are exploring new ways to vet candidates and develop relationships to overcome this barrier.
Millennials are more interested in using video in the job search process as compared to their Gen X and baby boomer peers—including interviewing candidates live via video (92 percent vs. 88 percent vs. 78 percent), video job descriptions (90 percent vs. 85 percent vs. 70 percent) and receiving video applications from candidates (91 percent vs. 84 percent vs. 73 percent).
According to Monster’s 2019 State of the Candidate survey, 94 percent of 18 – 24-year-old candidates agree that a video of a recruiter would help them better understand a job opportunity.
Recruiters say email (40%) and social media (33%) have been the most effective channels for communicating with Gen Z.
Global difference >> In North America, recruiters are more likely to say text messaging (38 percent vs 23 percent) is effective for communicating as compared to recruiters in Europe who say social media is more effective (38 percent vs 25 percent).
Generational difference >> Compared to Gen X, Millennial recruiters (36 percent vs 32 percent) agree that social media is the most effective channel for communicating with Gen Z candidates.
Nearly one in five recruiters say they struggle to recruit Gen Z because of work/life balance expectations (27%) and meeting their salary requirements (24%).
Gen Z candidates most often look for a flexible schedule (42%), career-development opportunities (36%), and paid time off (27%).
Recession Fears and Recruiter Confidence
More than half of recruiters worldwide are worried about a recession affecting their economy in the next two years, and European recruiters feel slightly more concerned (77%) than their North American counterparts (68%).
In terms of overall confidence, North American recruiters express more confidence with half (50%) saying they are very confident they can find the right candidate for open positions, compared to just 36% of European recruiters.
Recruiters in Canada (84%) and the Netherlands (83%) express the highest level of confidence about the quality of their active candidates, compared to the global total (77%) and recruiters from France report the longest time to recruiter with nearly one in five (19% vs. 12%) saying they take anywhere from 31 to more than 60 days to fill an open position.
Netherlands recruiters are least likely (24% vs. 32%) to say they very often struggle to fill a position as a result of candidates skills gaps compared globally while recruiters from Canada are more likely to have the greatest challenge, saying very often struggle to fill positions as a result of candidates skills gaps (37% vs. 32%).
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