By Stacie Blair
According to an MRINetwork study sited below, most Recruiters are ambivalent regarding the job market, unsure if it is driven by candidate or employer demand. However, most millennials felt employers had the advantage.
In my experience, the answer to this question depends on the industry, the specific function within the industry, and the geography.
For example, we work across high technology, consumer products, retail, and the non-profit sectors nationally. It is extremely challenging to find people doing Product Development for Color Cosmetics in the Bay Area. This position takes months to fill. The same goes for positions in Development in the non-profit sector. The role is in very high demand and there are too few qualified candidates. Filling senior Sales positions in high technology is nearly impossible in the Silicon Valley but not as difficult in Colorado. Candidates in the Valley are solicited daily by companies attempting to recruit them away from their current employer and they often move from company to company, moving when they receive a better offer. In these cases, clearly the candidate is in control.
On the other extreme, we often receive hundreds of resumes from interested candidates when we are working on a Manager or Director of Digital Marketing Manager for a consumer internet client based in the Bay Area. Clients have the luxury of choosing from multiple qualified and interested candidates and the company drives the process.
It is unclear if the millennials that were surveyed see things differently because of where they live, their relative seniority, or the industry in which they have chosen to work. Including this information might have provided more insight into these so called “trends.”
5 Recruiting Trends for Millennials in 2017
In an effort to deliver continuous insights on various employment trends, the MRINetwork released the results of its recent research on millennial talent management titled, 2017 Millennial Hiring Trends Study. The MRINetwork conducted a survey of over 200 recruiters in over 600 office locations, along with 181 millennial professionals to get an inside look at millennial talent trends.
From the results of this survey, we highlighted the top 5 trends:
- Most companies reported not concentrating on Millennials when recruiting, even considering succession planning as this younger generation will need to fulfill the C-Suite roles that will soon be abandoned by the Baby Boomer population.
- Advancement and mentorship in the company were lower priorities compared to compensation, which was the first priority for Millennials.
- 40% of Millennials admitted to being influenced more by market reputation compared to online presence, which is what 54% of recruiters believed was a stronger priority for this technology-driven generation.
- A career pathing process has been credited as the most effective for retaining Millennials. This approach gives Millennials a layout for advancing into new roles within the company, a perspective they appreciate compared to previous generations.
- 71% of recruiters claim it’s not apparent if the market is compelled by candidates, but 53% of the millennials surveyed felt employers had the advantage.