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How to adapt to Job Jumpers

How to adapt to Job Jumpers?

HHRR

In our previous post (What is a Job Jumper?)we explained what the Job Jumpers were and what characterized them. But we still need to explain how to adapt to this new generation, so in today’s post we present you 5 changes that you must make in your HR team and in your business so you can capture and understand the Job Jumpers. How to attract these profiles? Offer flexibility of time Job Jumpers value flexibility in their working hours more than their own pay. So if you want to keep these profiles as long as possible, the best thing you can do is give them the opportunity to adjust their schedules when they need it. Explain the “why” of tasks These young people don’t just operate; they need to know why they do what they do and how it will help the business results. So try not to give orders, but to delegate tasks by explaining what they mean. Job jumpers do not want to work in vain, but want to achieve goals and be useful. Prove that you trust them Present such constant challenges and show them that you trust their work skills. Assign them new projects and functions, thus giving them the possibility to advance in their professional career, which is what they are looking for. Communicating the company’s goals and values In a selection process, be sure to make your values clear. Thus, candidates who match these will stay, and those who do not directly apply to the candidacy. This will reduce your turnover rates and save you the costs of a new selection process. Listen to their proposals and ideas For this new generation it is very important to participate creatively in the companies in which they work; they need to see that their ideas are heard and valued. This helps them grow professionally in each position, so they probably decide to stay longer in your business. As we said in our previous post, job jumpers are just one of the many trends that the future of staff selection will bring. It is important to be up to date and not miss anything that happens in the HR and recruitment sector, so we invite you to subscribe to our blog. Don’t miss anything! And you: Do you have a job jumper on your team? What modifications have you made in your selection processes to better capture this type of profile? Try TalentFY in a Live Demo Try our recruiting platform without compromise. And if it doesn’t work for you, YOU DON’T PAY No small print. Schedule Demo Join our News Subscribe and receive our most exclusive content and news every month directly in your inbox.

What is a Job Jumper

What is a Job Jumper?

HHRR

Surely you are not familiar with the concept Job Jumper, and if you have heard it you may not know its definition well. Job Jumpers are people who do not expect to stay in a job for long (less than 3 years). In today’s article we talk about the concept of liquid modernity and we present the basic characteristics of the profiles called Job Jumpers. Liquid modernity This change in the perception of work by society was already announced by Zygmunt Bauman in his book Liquid Modernity. According to the author the philosophy of life, values and what is considered ethical and moral has changed radically in recent years, because of the great political and social changes that have taken place since the second half of the twentieth century. In liquid life society is based on individualism and has become temporary and unstable, lacking solid aspects. Everything we have is changeable and with expiration date, compared to the fixed structures of the past. This aspect is very visible if we compare the generation of the Baby Boom with the Millenials. The Baby Boomers generation was characterized by its values of stability and work for life; instead, the new generation wants to jump from company to company with the aim of accumulating experiences and growing personally. Right now, for Millennials there is no so-called “work of our life”. Jobs are changing and the current market needs renovations within companies every few years. In addition, workers are increasingly being asked for more volatility and working capacity in different areas. For many employers this is not good news. Hiring an employee is a high investment of time and resources until the employee becomes fully productive and independent. Suppose the employee stays for one to two years, this is too short a period of time to make up for the expenses. Let’s get to know the Job Jumpers better! They build relationships very quickly and adapt easily to new environments They have skills and knowledge that can benefit the company, thanks to having accumulated numerous experiences. They want to be continually challenged as professionals. They are usually extroverts with a wide network of contacts. They want to boost personal growth, and seek fulfillment in their working life rather than financial security. As you can see, the Job Jumpers and the Generation Y are changing the concept of work. So what other solution do companies have to adapt to these changes? Don’t worry! In our next post ‘How to adapt to Job Jumpers?’ we will give you tips so that your HR team knows how to act in front of this new generation. Have you renewed your recruitment strategy? Did you know the concept of Job Jumper?

Why was my offer rejected if it was the highest

Why did they reject my offer if it was the highest?

HHRR

Is money the differentiating factor of an offer? No, absolutely not, and less and less. The first factor that makes a good candidate move is the project. In most cases, it is even about the technological project behind it and their perception of whether or not the company interested in hiring them will actually invest in technology. Then, there are also other booming factors such as the possibility of telecommuting, flexible working hours, international environment, etc. Money is not everything and even less so when you have already covered all your basic needs and expectations. The same is happening in the IT sector. While it is true that the salary band is the first thing a candidate looks at when applying or responding to an offer, it is increasingly common to find companies surprised that, despite having made the offer with the highest economic retribution, the candidate has preferred to keep his current position or choose another offer with lower remuneration. The technological revolution is becoming more and more notorious in Spain, where we find a clear problem in the IT sector: the demand for IT profiles is growing at a speed that the supply cannot cover. As a result, companies compete for the same candidates. Problematic factors Conformism: companies are willing to hire profiles that do not have sufficient quality or experience in order to meet their key needs. Inflation: the lack of supply in the face of the growing demand for IT profiles makes companies compete in a kind of auction in order to get hold of the few available candidates. As a result, very junior profiles quickly exceed salaries of €30,000 and IT managers are among the highest paid in the company (if not the highest). Recent data show that the IT market in Spain inflates annually by 5% more than in other areas. Volatility: as if this were not enough, IT profiles are the most volatile. Retaining this class of workers has become an odyssey, as they are assaulted daily with new and tempting offers. The average turnover in these profiles in Spain is below 18 months. We are well aware of this issue at TalentFY and it is our priority to ensure that when we find the ideal candidate that our client is looking for, the match and commitment is reciprocal. The solution to this problem is not difficult to find, but it is difficult to execute, since it consists of being able to attract the 10 candidates without contributing to the IT market’s salary inflation. For this, it is key that the recruiter is able to accurately and accurately convey the value of the job offer to potential candidates and filtering those who really fit with the project and the company’s culture. That is why in TalentFY not only do we demand that we find high quality candidates in record time and that they fit what our clients are looking for, but we also strive to ensure that when the final candidate joins us, he/she does so with the attitude: I’m here to stay! Try TalentFY in a Live Demo Try our recruiting platform without compromise. And if it doesn’t work for you, YOU DON’T PAY No small print. Schedule Demo Join our News Subscribe and receive our most exclusive content and news every month directly in your inbox.