The Scoop: Recruitment Trends & Industry Insights | November 2018

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Here is your November guide to the latest in recruitment trends, technology, and industry insights! Each month, we highlight the biggest news affecting the industry, and we’ll explain what to expect as new trends continue to emerge.

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Girlboss.com, a site whose mission is to provide tools, resources and community to women in an effort to help them advance personally and professionally, has announced they’re launching a paid professional social networking platform aimed at addressing some of the areas where they believe LinkedIn is lacking.

From Entrepreneur.com:

Girlboss’ next move is taking on LinkedIn. The career site geared toward millennial women founded by Sophia Amoruso recently got a $3.5 million cash infusion in a funding round led by Initialized Capital, the venture capital group run by Reddit co-founder Alexis Ohanian. As of its most recent funding round in 2017, the company was valued at $13.1 million.

Amoruso’s plan is to roll out a paid professional social-networking platform called Girlboss Collective in January. The site will be developed as a networking hub to serve young women whose careers don’t necessarily line up with a traditional trajectory, particularly if they are freelancing, have multiple part-time jobs or gaps in their resume. Girlboss Collective will be available to people of any gender to use.

“LinkedIn is a place that was built for another era of work, when the work we did was very traditional,” Amoruso told The Wall Street Journal. “Their product is really centered on that type of work: ‘Here’s nothing about my character and everything about where I went to school, and where I worked.’”

In May of this year, Fairygodboss.com, a women’s career community that includes advice, company reviews and jobs raised another $3 million to tackle a similar problem.

Girlboss has content geared at millennial-age women, a podcast and a rapidly growing social following including close to a million followers on Instagram. It will be interesting to see if they’ll be able to use those channels to help activate the professional network, or if their followers will choose to keep their personal and professional lives separate.

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From pre-screening to preliminary assessments, employers spend a significant amount of time and resources on candidate evaluation. Companies are seeking to understand candidates’ personalities in an effort to hire beyond job aptitude and improve retention. From Stanford Business School:

While an employee’s cultural fit at the time of entry was loosely connected with outcomes — those who fit well from the outset tended to perform well — a much more powerful predictor of success was an employee’s ability to recognize and internalize standards. “We find that what predicts who will stay, who will leave and who will be fired is not so much initial level of cultural fit as much as their trajectory, the degree to which they adapt.”

A study released by Wharton marketing professor Gideon Nave, employs a different approach to predicting personality traits. The research study, Musical Preferences Predict Personality: Evidence from Active Listening and Facebook Likes, focuses on the correlation between music preferences and personality traits – based on the Big Five model, and finds that it is possible to predict people’s personalities from their musical preferences and build out profiles for better user engagement.

View article here: http://knowledge.wharton.upenn.edu/article/musical-preferences-and-personality-traits/

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Born between 1995 and 2010, Generation Zers are just entering the workforce. Fittingly, companies are turning their focus to this demographic to understand how preferences differ from that of millennials and how to best align their career opportunities with their needs.

Having spent their formative years during the global financial crisis, Gen Zers are pragmatic about their academic and career pursuits. Like millennials, they care about making a difference, but unlike their older counterparts, Gen Zers ultimately want more job stability and financial security.

This perspective plays out in the recent report put out by Comparably. Analyzing salary and culture data, the report identifies top job opportunities and work preferences for this demographic. Some key insights:

  • Female developers, mobile developers, and systems admins earn more than their male counterparts
  • 64% say they’re satisfied with their work-life balance; at the same time, 45% say they feel burnt out at work
  • 61% say having fun with their coworkers is “important” or “very important” to the company’s success

https://www.comparably.com/blog/generation-z-in-focus-15-most-popular-tech-jobs-and-a-look-at-workplace-trends/

Companies thinking about how to attract this emerging talent segment may factor in that they are true digital natives, having never lived without a smartphone or WiFi, and 92% of them have some sort of digital footprint. This profile may suggest an approach that leans more heavily toward social and digital strategies. However, as insight on this demographic reveals, 53% of Gen Zers prefer in-person communication over tools like instant messaging and video conferencing. Companies will have to incorporate more nuances and high-touch talent attraction approaches to appeal to this audience.

Jahkedda Akbar Mitchell

About Jahkedda Akbar Mitchell

Jahkedda has many years of experience providing strategic guidance, data, and insights on job-seeker trends in support of TMP Worldwide and its clients. She has also worked in-house on the candidate attraction team for a large fortune 500 company. Jahkedda has a passion for psychology and storytelling; understanding why we do what we do and how to change behaviors...only using her powers for good. Jahkedda is a member of TMP Labs: a design thinking focused innovation lab.

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