LinkedIn’s 2015 Job Seeker Trends

The best way to continually hire high performing employees is to attract, recruit and retain top talent to your organisation. Sounds easy enough in the age of digital communication, where passive candidates are more open then ever before to new roles, but what makes them what to change jobs? What will make them work for you, and , what will make them stay? What can those in talent acquisition learn from job seeker behavior
This year in their Talent Report, LinkedIn Surveyed hundreds of people who had recently changed jobs, to try and find out what motivated to do so, and how organisations can use this information to improve their attraction and retention of talent. You can download the entire report, here.
Why people change jobs

What makes people (in Australia and New Zealand) change jobs?


1. Offer career growth, not a job

Career growth was the number one motivator for people in this region to change jobs, so use it. Close that candidate with talk of their career opportunity not compensation. Try and describe the work and expected results and share examples of your organisation’s strong leadership and effective management.

2. Strengthen your diversity recruitment strategy

Recruit more women by highlighting what they are looking for, great culture, work, an organisation they would be proud to work for, and quality leadership.

3. Create & share talent brand content across all platforms

The study found that candidates’ biggest frustration is not knowing what it’s like to work somewhere. You should use online platforms to not only engage with talent, but to share content about what it’s really like to be an employee – perks, warts, and all.

4. Don’t dismiss career changers

The study showed that 1 in 3 people in ANZ changed careers. Recruiters should try and not dissmiss these candidates and instead see how transferable their skills and accomplishments may be to your role and organiastion.

5. Use small company charm

People in the ANZ region are leaving larger organisations for smaller ones. You can use this trend to recruit entrepreneurial-minded talent by emphasizing the same small company values around the challenges, impact, vision and culture. are flocking to smaller organisations.

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Tips to retain your best people


1. Show them the path to career glory

Top talent want challenging work, and to know what the career road ahead looks like. If they understand the expectations and opportunities available to help them in advancing their career they will be more engaged and productive.

2. Show them the money (and value)

Re-asses your compensation and benefits schemes to ensure they’re competitive and accurately reflect the value of your talent.

3. Show them praise

Recognising and celebrating accomplishments makes employees feel valued, ultimately building motivation and trust. Train managers to write thank you notes to their team members and celebrate meaningful milestones.

4. Create an inspiring culture that invests in long-term relationships

They key is in building a culture of trust and investment with your employees. Engage your employees with “tours of duty” or a defined assignment with success criteria and mutually beneficial outcomes. Write it down and check on progress regularly.

If you want to improve your skills in sourcing and social recruitment, join Shannon Pritchett, Chris Hoyt, Bill Boorman, Martin Warren and other leading recruiters at Sourcing.Social.Talent#SST15 in November.  Register now for the event in SydneyMelbourne or Auckland


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