Introduction:

In the world of hiring, landing the right candidate for a job has become quite a challenge. Despite having a larger pool of potential hires, ensuring that we pick the best fit for a position adds a layer of complexity to the recruitment process. Recruiters often find themselves in conversations with candidates without a clear understanding of what motivates them to seek a new role and how that motivation influences their job search.

Creating a persona framework can be a game-changer for recruiters. It helps them uncover what drives each applicant, what they seek in a new opportunity, and the strategies that keep them engaged throughout the hiring journey.

Recent data from Employ highlights that today’s job seekers can be categorized into four groups based on how consistently they search and the number of positions they apply to.

Let’s explore these four personas and understand how recognizing them empowers recruiters to tailor their approach for better results.

All About Diligent/High-Volume Applicants:

These applicants, constituting about 10% of the market, are influenced by economic and employment conditions. They frequently apply to various positions and are driven by job posting alerts.

They are Optimistic and with a belief that they can secure a job in less than a month.

They Apply for jobs with a broad salary range.

They Prefer companies with strong leadership, room for advancement, and resources for career development.

They are Active on social media and subscribe to job advertisements.

Normally they Initiate their job search within their current organization.

They Appreciate simple and straightforward interview processes.

Recruiters should prepare Streamlined scheduling to keep them interested.

All About Sporadic/High-Volume Applicants:

About 25% of applicants fall into this category. They turn to job boards like LinkedIn after a particularly challenging day at their current job.

They are Satisfied in their current roles.

Normally they Apply to multiple jobs without intending to accept them.

They Often are in the early stages of their career.

They Regularly search job boards and value easy scheduling.

They Avoid hiring channels requiring registration.

The Compelling offers might grab their attention, but negotiations are likely.

All About Diligent/Selective Applicants:

Approximately 40% of applicants fall into this category, triggered by burnout. They are serious about their job search but hesitant to apply for positions they feel unlikely to get.

They are Less inclined to search for new opportunities within their current organization.

They are Motivated by specific roles that excite them.

They Prefer efficient recruitment processes.

They Primarily use the company’s website for applications.

Recruiters must Define company mission, vision, and values early in the interview process while engage such type of candidates. They Keep initial applications brief yet comprehensive.

All About Sporadic/Selective Applicants:

Making up around 25% of today’s applicants, these candidates are triggered by boredom in their current situation.
They are Later in their career.

Rarely apply for roles at their current company.

Submit few applications for new roles.

Their applications favor brevity, and resumes may have stale skills.

Recruiters must come up with a highly personalized, effortless recruitment experiences and minimize extraneous tasks as they believe the hiring process is excessive.

Setting Up for Success:

In today’s competitive market, recruiters need to go the extra mile to ensure success at every step. Understanding these four personas helps tailor hiring strategies to each candidate’s needs. While finding talent is undoubtedly challenging, recognizing and addressing the unique characteristics of these personas allows recruiters to provide high-quality experiences and fill skill gaps more efficiently. Remember, hiring is not one-size-fits-all, and acknowledging these job-seeking personas is key to successful recruitment.