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

More information and registration details at www.atcevent.com

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

for career, motivated by doing a good job of current

job, seeks meaning in their job, job key part of

identity, well networked, confidence in ability in

job, approach to change/risk, driven vs lazy –

career, driven vs lazy - job hunting, F2F vs email,

view of recruiters, informed vs uninformed, fearful

vs excited, optimism, what websites.

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

for career, motivated by doing a good job of current

job, seeks meaning in their job, job key part of

identity, well networked, confidence in ability in

job, approach to change/risk, driven vs lazy –

career, driven vs lazy - job hunting, F2F vs email,

view of recruiters, informed vs uninformed, fearful

vs excited, optimism, what websites.

From this research, we developed six job

hunter personas which we think represent a good cross section of working Kiwis

We asked some important questions, including…

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

How others would view my new job

I get responsibility

The role is a step up in my job/career path

I get to control my own work

The person I will be working for

The people I will be working with

Pay rate or salary package

The culture and values of the company

The actual work I'll be doing

Job security/stability

The company and I will be a good fit

It allows me work/life balance

HOW IMPORTANT ARE THESE FACTORS WHEN LOOKING FOR A NEW JOB?

Not important Not that important Quite important Important Extremely important

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Twitter

Facebook

LinkedIn

Physical noticeboards

Recruitment agencies

Friends & family

Industry-specific publications/websites

Newspapers

Work contacts (past and current)

Company websites

Job websites

WHICH OF THE FOLLOWING WOULD YOU CONSIDER A PLACE TO FIND OUT ABOUT

NEW JOBS?

Wouldn't use Might use Would use

6 job hunter personas

Highly

Ambitious

‘I’m looking out for

the next opportunity

that’ll take me a

step closer to the

top’

Sought after

specialist

‘Jobs find me most

of the time’

Progressing well,

but…

‘I’m not sure what’s

going to happen

next; I’m seeing

what’s out there

while I wait’

Right for me right

now

‘I’m ready to get

into work again, but

not my career just

yet’

Career tortoise

‘My job isn’t

everything.

I just want to be

comfortable and

working close to

home’

Struggling

‘I need a job, but

it’s pretty

daunting; I just

don’t know where to

start’

#1 insight

Many people aren’t that ambitious.

Consider whether you really want someone who has their eye on another

prize, or would rather settle in and focus on this job.

#2 insight

Job saved searches are good for active and passive

job hunters.

#2 Tip

Be wary of measuring your ad’s success – any ad’s success – solely

on how many applications are coming through for it via your ATS.

Imagine Arnold Schwarzenegger…

#3 insight

People are changed by time and circumstances

#3 Tip

Challenge yourself to throw away perceptions formed in the past,

and why the candidate will have changed

Hey, do you know any good recruiters?

Questions