Adapting to change is undoubtedly challenging for companies—and in today’s landscape, change is a constant. When it comes to the workplace, “traditional” is no longer the only way. We’re seeing shifts in work environments, expectations, and mindsets of both job seekers and those that work to hire and retain them.
As a hiring and workplace decision maker navigating today’s workplace challenges, the ability to pivot on a dime is key. And in a world where attracting and retaining talent seems to be more challenging than ever—it’s time to rethink who you’re working so hard to engage.
Talent personas are changing and it shouldn’t be a surprise that a one-size-fits-all approach to employee and candidate experience is no longer going to cut it when it comes to attraction and retention. So, how do you adapt to meet the needs of the workforce of today? Start by familiarizing yourself with these 5 professional personas:
Traditionalists, while in favor of finding work-life balance, are more willing to compromise some of their needs for the sake of their jobs. These career-oriented individuals who value high compensation in exchange for job title and status, no longer make up much of the workforce.
A well-known brand and competitive compensation in exchange for hard work might be enough to attract the traditional employee, however, there aren’t enough traditionalists around to fill the jobs of today.
Comprised of people typically aged 25-45 years old, this category makes up the largest share of today’s workforce. Flexibility, competitive compensation, and finding meaning in their work are top motivators for people who fall within this talent persona. As former traditionalists who felt burnt out and unappreciated by their employers during the pandemic, these people are a hard sell when it comes to making their next move. Whether they’ve decided to work for themselves, or take on gig work, these people value autonomy above all else.
To attract the independents, ensure you’re focusing on the sense of purpose within the work that they do and can also provide recognition for their efforts—both in monetary and non-monetary ways.
Caregivers care about their career advancement and for other people. These are people who may have resigned during the pandemic due to their employers not being able to support them with their caregiving duties.
Key drivers for these individuals are flexibility, part-time work options, and wellness benefits. Some caregivers may be on the fence about returning to the workforce, but that doesn’t mean they aren’t ready to return for the right opportunity.
Consisting of people typically aged 18-24 years old, this new generation of employees value growth and professional development, as well as a sense of community. Individuals who fall within this talent persona are willing to put competitive compensation on the backburner for finding a workplace whose values match their own. Read also: Are You Ready For Gen Z?
To appeal to the idealists, you must focus on promoting your workplace culture, DEI efforts, and learning and development opportunities. Focus on how a sense of community is instilled within your workplace and how an idealist can fit in and make an impact.
People passively looking for work are categorized as relaxers. These may be people who have retired and are considering reentering the workforce, or people who don’t necessarily need to work, but would come back under the right conditions.
To entice relaxers, you need to offer them more than just a paycheck. They could be your most productive employees, but they’ll want to have purpose behind their work, and you’ll need to show them what that looks like.
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