insight into job hunter's behavioural and attitudinal differences- peter osbourne

Download Insight into Job hunter's behavioural and attitudinal differences- Peter Osbourne

Post on 02-Jul-2015

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Peter Osbourne's session from #SST2014

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  • 1. More information and registration details at www.atcevent.com

2. Name, age, life stage, career Stage, income, socio- economic, ethnicity, new to NZ, ESOL, exposure to discrimination, gender, location current, location potential, tech-savviness, use of mobile, casual/perm, full time/part time, contract vs not, job level, skill level/qualification, professional/non-professional, industry, average tenure in career, tenure in last role, lots of roles within an organisation vs stayed in same role, performance in job/desirability, reputation, how big of a leap is next job, active/passive, urgency of new job, control over current situation, how much they need to control current situation, willingness to settle, financial commitments, reasons for change, location potential, freedom to look, current prospects, career path defined, follow a structured process (apply, interviews, job), use of social networks & WOM for job hunting, getting advice from, when looking, where looking, expectations/surety of process, research/analytical vs spontaneous, ambition 3. Name, age, life stage, career Stage, income, socio- economic, ethnicity, new to NZ, ESOL, exposure to discrimination, gender, location current, location potential, tech-savviness, use of mobile, casual/perm, full time/part time, contract vs not, job level, skill level/qualification, professional/non-professional, industry, average tenure in career, tenure in last role, lots of roles within an organisation vs stayed in same role, performance in job/desirability, reputation, how big of a leap is next job, active/passive, urgency of new job, control over current situation, how much they need to control current situation, willingness to settle, financial commitments, reasons for change, location potential, freedom to look, current prospects, career path defined, follow a structured process (apply, interviews, job), use of social networks & WOM for job hunting, getting advice from, when looking, where looking, expectations/surety of process, research/analytical vs spontaneous, ambition 4. From this research, we developed six job hunter personas which we think represent a good cross section of working Kiwis 5. We asked some important questions, including 6. 0%10%20%30%40%50%60%70%80%90%100%How others would view my new jobI get responsibilityThe role is a step up in my job/career pathI get to control my own workThe person I will be working forThe people I will be working withPay rate or salary packageThe culture and values of the companyThe actual work I'll be doingJob security/stabilityThe company and I will be a good fitIt allows me work/life balanceHOW IMPORTANT ARE THESE FACTORS WHEN LOOKING FOR A NEW JOB?Not importantNot that importantQuite importantImportantExtremely important 7. 0%10%20%30%40%50%60%70%80%90%100%TwitterFacebookLinkedInPhysical noticeboardsRecruitment agenciesFriends & familyIndustry-specific publications/websitesNewspapersWork contacts (past and current)Company websitesJob websitesWHICH OF THE FOLLOWING WOULD YOU CONSIDER A PLACE TO FIND OUT ABOUT NEW JOBS?Wouldn't useMight useWould use 8. 6 job hunter personas 9. Highly AmbitiousIm looking out for the next opportunity thatll take me a step closer to the top 10. Sought after specialistJobs find me most of the time 11. Progressing well, butIm not sure whats going to happen next; Im seeing whats out there while I wait 12. Right for me right nowIm ready to get into work again, but not my career just yet 13. Career tortoiseMy job isnt everything.I just want to be comfortable andworking close to home 14. StrugglingI need a job, but its pretty daunting; I just dont know where to start 15. #1 insightMany people arent that ambitious. 16. Consider whether you really want someone who has their eye on another prize, or would rather settle in and focus on this job. 17. #2 insightJob saved searches are good for active and passive job hunters. 18. #2 TipBe wary of measuring your ads success any ads success solely on how many applications are coming through for it via your ATS. 19. Imagine Arnold Schwarzenegger 20. #3 insightPeople are changed by time and circumstances 21. #3 TipChallenge yourself to throw away perceptions formed in the past, and why the candidate will have changed 22. Hey, do you know any good recruiters? 23. Questions