Explains his 'Golden Circle' based on the success of Apple
Posted: Mon Dec 23, 2024 8:45 am
urray: the crisis is over. Companies are investing again, new initiatives are being developed and the demand for labor is increasing. All this while the supply is steadily decreasing. The labor market is getting tighter and you can see that in everything. Employers are struggling to attract and retain the best talent for crucial positions. In 2017, it will be more crucial than ever to start with the candidate and the candidate journey in recruitment. What does your potential employee want? In this article I will mention 8 trends that you as a recruiter cannot ignore.
1. Meaning
People are increasingly looking for meaning. Privately and in their work. Simon Sinek describes in his bestseller ' Start with WHY ' (aff.) that successful companies with a clear and appealing goal do considerably better than their competitors. Watch his explanation here in which he
If you want to win the war for talent in this challenging market, use this knowledge when attracting new employees for your organization. In the candidate journey, the why is very important. Why does the organization exist? What are you all doing it for? What does this mean for the individual employees? Why should you work for this organization? What do you miss if you don't work there? This approach is certainly essential for generation Y (a nice pun in English), but applies just as well to other age groups.
2. Cultural fit
Career, power, salary: the trend is that these matters are becoming less and less important for many labor market target groups. Much more important, for example, in addition to how many digits in bahrain mobile number meaning and the content of the job, is the culture of the organization. People want to feel at home and be able to recognize themselves in the core values, characteristics and ambition of the organization they work for. Employers and recruiters also recognize the importance of a cultural fit and you see that reflected in the recruitment.
Seems logical, but did you know that ten years ago, hardly any employer cared about this? And yet research shows that it increases engagement and reduces turnover. Some respondents even indicate that they would give up salary in exchange for a better cultural fit.
3. The story behind the offer
Content is important. Evidence of this can be seen in marketing with the rise of storytelling. People attach less value to commercial expressions, advertising, sales pitches and the like than they used to. They are much more likely to rely on the experiences of others, stories of users and visible evidence of the effectiveness of products. In recruitment, you can use this science by applying storytelling in your organization.
Let your own employees speak. Show what it is really like to work for your organization and what contribution you make with your efforts. Explain in vacancy texts what the function actually entails. A nice example is the approach of Coolblue where they also pay attention to 'what your day can look like' in the vacancy text. This video went viral.
1. Meaning
People are increasingly looking for meaning. Privately and in their work. Simon Sinek describes in his bestseller ' Start with WHY ' (aff.) that successful companies with a clear and appealing goal do considerably better than their competitors. Watch his explanation here in which he
If you want to win the war for talent in this challenging market, use this knowledge when attracting new employees for your organization. In the candidate journey, the why is very important. Why does the organization exist? What are you all doing it for? What does this mean for the individual employees? Why should you work for this organization? What do you miss if you don't work there? This approach is certainly essential for generation Y (a nice pun in English), but applies just as well to other age groups.
2. Cultural fit
Career, power, salary: the trend is that these matters are becoming less and less important for many labor market target groups. Much more important, for example, in addition to how many digits in bahrain mobile number meaning and the content of the job, is the culture of the organization. People want to feel at home and be able to recognize themselves in the core values, characteristics and ambition of the organization they work for. Employers and recruiters also recognize the importance of a cultural fit and you see that reflected in the recruitment.
Seems logical, but did you know that ten years ago, hardly any employer cared about this? And yet research shows that it increases engagement and reduces turnover. Some respondents even indicate that they would give up salary in exchange for a better cultural fit.
3. The story behind the offer
Content is important. Evidence of this can be seen in marketing with the rise of storytelling. People attach less value to commercial expressions, advertising, sales pitches and the like than they used to. They are much more likely to rely on the experiences of others, stories of users and visible evidence of the effectiveness of products. In recruitment, you can use this science by applying storytelling in your organization.
Let your own employees speak. Show what it is really like to work for your organization and what contribution you make with your efforts. Explain in vacancy texts what the function actually entails. A nice example is the approach of Coolblue where they also pay attention to 'what your day can look like' in the vacancy text. This video went viral.