Recruiting

One of the most popular client requests across many industries is ‘longevity’. But in today’s job market, what does this actually mean? With the millennial workforce killing the idea of the ‘forever job’, and job-hopping becoming the norm instead of the exception, longevity is almost an outdated concept. It is up to recruiters to educate their clients about this shift and explain the benefits of a candidate moving around. Here’s how:

Establish what they mean by jumpy

Each hiring manager will have a different idea of what ‘jumpy’ is and a reason to avoid it. Before you try and convince them otherwise, take the time to understand what they actually define as ‘too short’ – is it three months? Six months? Two years? Once you understand what they are looking for, you’ll be able to narrow your search. It’s also worth discussing why they’ve avoided jumpy CVs in the past – have they been burnt by an employee leaving? Or was it something they’d been told and never questioned?

Facts and figures

The millennial workforce is set to take up 50% of the global workforce by 2020, meaning their sensibilities and habits are set to become the norm. A 2018 Deloitte study found that 43% of millennials plan to leave their current jobs within two years, and just 28% plan to stay beyond five years. More broadly, Tiger’s 2019 Salary Review revealed that 62% of surveyed support staff had been in their role for less than two years, and 50% were planning on leaving within the next 12 months. Informing your clients of this movement, backed up with statistics like these, will encourage an understanding of what’s going on in the market and, therefore, what their expectations should be.

Demonstrate the benefits

A candidate with multiple 18-month or two-year stints will have been exposed to a range of different personalities, procedures, and systems, thereby expanding their knowledge and skillset. For a potential employer, this can only mean good things! In contrast to becoming a master in a niche area, this candidate will have a jack-of-all-trades approach and should be able to adapt to their new company’s processes with ease.

Emphasize their drive and determination

In most cases, a candidate will move onto a new role for progression or an opportunity for professional development, indicating their drive for self-improvement and thirst to learn. This only bodes well for a future employer – an employee that’s willing to learn will bring these lessons to their business, improving processes across the board and contributing to ongoing success. Learnability has also been highlighted as a necessary skill of the future, with companies looking to employ and retain talent that flourishes in a culture of learning.

Explain their potential

Career progression continues to be important among millennials, with 91% stating it is a top priority. Furthermore, a 2016 CIPD report also found that 33% of employees believed they weren’t going to achieve their potential in their current organisation and would vote with their feet by moving to another organization to improve their chances. A candidate that has moved companies to improve their career is more likely to be open to progression and, hence, put in the work to get there. Companies can harness this ambition by providing a pathway within their own business, offering internal mobility or progression opportunities. This will, in turn, improve their ability to retain talent, as 94% of employees would stay at a company longer if they invested in their career.

Be transparent about their reasons for leaving

If a candidate does have a series of smaller stints on their CV, it’s essential you develop a strong understanding of why they’ve left each job, in order to communicate this to the client. If you are clear on why your candidate has chosen to move on at each turn, the client is more likely to understand the candidate’s motivations and priorities. It’s also worth explaining that past actions don’t indicate future choices – a candidate may have jumped around straight after graduating in an effort to experience as many industries as possible, before settling into their current choice. This doesn’t mean they’ll continue to move!

About David Morel

David Morel is the CEO/Founder of Tiger Recruitment, London’s leading recruitment agency for business, private and virtual support recruitment. David founded Tiger in 2001 and has written extensively in the press and wider media advising both employers and job seekers on best recruitment practice.

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