Recruiting Trends: Introducing the Modern Candidate

Recruitment Trends: Introducing the Modern CandidateRecruiters everywhere are becoming familiar with a new type of candidate in the talent pool. This candidate’s resume might look different than their counterparts and they may place value on aspects of the employment offer that hasn’t received a lot of attention in years past.

Introducing – the modern candidate.

Smart recruiters are adjusting the way they evaluate and attract these candidates, whose experiences and values may not be traditionally “ideal”, to ensure they don’t miss out on top talent. Companies must be open to hiring this type of candidate if they are to gain access to a wider talent pool and find hidden gems just waiting to be scooped up. But what does the modern candidate look like?

The modern candidate…

1) May be a job hopper

Millennials make up about one-third of the workforce and according to a study by Gallup, 42% of millennials change jobs every 1-3 years. While this statistic may cause recruiters to approach millennials with caution, frequent job changes are not the red flag they once were! Instead of throwing out the resumes of job hoppers, recruiters should pay extra attention to their qualifications and past experiences.

Tip: If the candidate has the skills your organization needs, call them in for an interview and use it as an opportunity to understand their motivations for frequently changing positions.

2) Values more than monetary compensation

While being recognized for their work in the form of monetary compensation is still important to modern candidates, it’s not the only thing that matters. Today, many companies are attracting sought-after candidates by leveraging their employer brand and unique benefits. Whether this is in the form of unlimited vacation days, flexible hours, 30-hour work weeks or simply allowing a casual dress code – the “little” perks of the job matter more now than ever before.

Tip: Be sure to spell out all of the perks and opportunities you can offer – even the little ones. This will help you attract talented candidates who might be looking for something more than the traditional compensation package.

3) May have diverse interests and experiences

Gone are the days of throwing out resumes that don’t have cookie-cutter work experience or education. Today, many candidates opt to deter from a lateral career progression to try their hand in a new industry or explore personal passions. A year-long break to attend graduate school, assist in launching a startup or volunteer abroad can add unique value to a candidate. While this may look like job hopping (see above) or glaring gaps in resumes, many employers are beginning to see these experiences as a competitive edge instead of regarding them as red flags.

Tip: During your interview with such a candidate, find out what motivated them to make their decisions and what they learned in the process. Take it a step further by asking them how they might apply those lessons on the job.

If you’re involved in recruiting talent for your company, you may have started to notice these trends surfacing. As the modern candidate becomes more common in today’s talent pool, companies will have to continuously adjust the way they evaluate and attract candidates to remain competitive in the marketplace.

Don’t miss out on top talent by relying on outdated resume red flags, check out our ebook, “5 Updated Recruitment Rules to Help You Source Top Talent,” for more on obtaining top talent in the modern recruitment market.