November 18, 2024
November 18, 2024
Photo by Scott Graham on Unsplash
Early career job seekers and hiring managers expect different outcomes from the hiring process, drawing a disparity between companies’ immediate hiring needs and workers’ desires for long-term growth, according to a Nov. 13 report from Talogy, a global talent management firm.
While companies seemed more focused on filling urgent gaps, the vast majority of job candidates said they’re increasingly looking for higher salaries and opportunities for learning and development, the report found.
“Following the Great Resignation, there is a lot of competition for new talent and pressure on existing managers to quickly fill the gap,” Alanna Harrington, managing consultant at Talogy, said in a statement. “Hiring managers need to think more strategically about what they want from candidates, the long-term goals of the organization, and how to be more engaging throughout the recruitment process.”
For instance, some candidates may feel the recruitment process has lost the personal touch and depends on assessments more than personal connection, the report found. That means job seekers may not have the opportunity to demonstrate transferable skills, such as interpersonal skills. That matters for early career candidates who may not have as much practical experience, especially if they couldn’t work in their chosen career during the COVID-19 pandemic, Talogy said.
In a global survey of more than 1,200 managers, recent employees and early career seekers, learning agility was seen as an important competency by early career workers. However, hiring managers didn’t include the characteristic in the top 10 capabilities they’re seeking. Instead, hiring managers said they preferred candidates with the skills and competencies of the open role, as well as the ability to work within a team and with the organizational culture.
Communication, teamwork and problem-solving were among the top three desired competencies globally — for hiring managers and early career workers alike.
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