There are many types of job seekers, and knowing which you\u2019re recruiting for can make your job attracting the right applicants and getting them through to the offer process much easier.\u00a0 Here\u2019s a profile of 3 major types.<\/p>\n
The High Maintenance Job Seeker<\/strong><\/em> The high maintenance job seeker is marked by the need for more attention, more information, more interview time, more decision making time, and more negotiation.\u00a0 The reason for the extra time is simple \u2013 money is not as important.\u00a0 When a senior talent or leader is thinking of joining your organization, the employer brand, culture and peer group are exponentially more important.\u00a0 It takes time for a person to decide if the employer brand is real and if the employees that surround them will match the personal needs of the job seeker.<\/p>\n By tailoring your recruiting strategy to the high maintenance job seeker for the appropriate positions, you\u2019ll be more able to understand their unique wants and needs and have more success in converting them to employees.<\/p>\n The Habitual Job Seeker<\/strong><\/em> In the middle tier, there might be need for short and mid term employees for specific projects or to act as turnaround agents.\u00a0 These are the perfect spots for habitual job seekers.\u00a0 They enjoy new challenges and get bored easily if they don\u2019t constantly try new things.\u00a0 Occasionally you\u2019ll find a habitual job seeker that is worth hanging on to (in fact there are many out there who are wonderful \u2013 they just have commitment problems).\u00a0 This is where your recruiting department\u2019s partnership with talent management is critical.\u00a0 Transferring these employees from project to project or allowing them a growth path unrestricted by manager\u2019s desires to \u201chold on\u201d to them can give you the benefits of these employees for a much longer time.<\/p>\n What\u2019s important about the habitual job seeker is that the work is important, but not the employer brand, culture, or other employees.<\/p>\n The Indifferent Job Seeker<\/em><\/strong> There are many types of job seekers, and knowing which you\u2019re recruiting for can make your job attracting the right applicants and getting them through to the offer process much easier.\u00a0 Here\u2019s a profile of 3 major types. The High…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[15],"tags":[],"class_list":["post-584","post","type-post","status-publish","format-standard","hentry","category-talent-acquisition"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/584","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=584"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/584\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=584"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=584"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=584"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\nHigh maintenance job seekers tend to increase when the stakes are higher.\u00a0 These might be for senior talent or leadership positions.\u00a0 In fact, it\u2019s perfectly appropriate for these job seekers to be higher maintenance \u2013 there\u2019s more on the line for both the employee and the company.<\/p>\n
\nBeing a habitual job seeker is not necessarily a bad thing.\u00a0 Most of these people should probably be consultants, but not all of them may qualify.\u00a0 At the lower levels of employment and maybe at the senior levels, habitual job seekers may not be desirable.\u00a0 At the lowest level it may not actually matter, but you don\u2019t really want to train receptionists and administrative assistants on an ongoing basis.\u00a0 Similarly with senior leadership positions, they will need enough time to execute on their strategy and see it successful.<\/p>\n
\nThe indifferent job seeker may be the most problematic.\u00a0 Even with alternatives where high degrees of employer brand exist, the indifferent job seeker is really looking for the highest wage.\u00a0 This employee is hard to engage and will easily choose to leave when a better wage opportunity exists.\u00a0 Identifying and avoiding these types of job seekers early in the process and certainly before you offer them a job will save you much headache in the future.<\/p>\n","protected":false},"excerpt":{"rendered":"