The current labor market is uncertain and constantly changing.
On new hires, finding the right people for the role and context is often a critical issue for organizations.
The search and selection market has changed profoundly with the advent of social and has had a further shift with the pandemic.
Twenty years ago, for a company, the value in the search and selection market lay in having many candidates: today in the presence of social networks such as Linkedin, the value lies in pooling the organization’s expectations in terms of role, skills and work culture with the expectations, skills and values of the individual, carefully assessing the significance of the candidate’s work-life balance.
The pandemic has further changed the rules of the labor market. Today we talk about the phenomenon of Great Resignation (mass resignation). In Italy, too, the past two years reflect the changes marked by the lived experience, which has called into question the priority of individual needs and made us experience the possibility of smart working: this has had a decisive impact on time management and the work-life balance.
People have experienced new ways of working and achieving goals while being away from the workplace, supported by technology. Many have developed awareness of the strengths and weaknesses but also the benefits and impacts toward work-life balance. At present, one has to come to terms with these new variables, which are even more crucial in the case of hiring young people, for whom the value of work-life balance is even more keenly felt. We are increasingly witnessing in organizations an obvious gap between the “baby boomer” generation, who occupy the top positions within companies, and the millennials and Gen Z.
The world of work, therefore, is marked by great changes and now more than ever People want, indeed need, to seek and pursue their own path, the one they deem most right and suitable for their well-being and happiness. It turns out to be essential that companies know how to seek, select and welcome the righttalents, junior or senior, with the aim of giving them a professional, productive work experience but also and above all focused on well-being and the satisfaction of being able to make their uniqueness available.
In our experience in recent months, candidates with junior, senior, and managerial professionalism ask in the first interview whether the company that is seeking the position, carries out a form of hybrid smart working and whether it adopts welfare policies.
Today the right term is Talent Acquisition, because in order to attract talent, organizations need to understand that the selection process is reciprocal, on the part of the organization but also and especially on the part of the candidate.
This is evidenced by what is happening in certain industries such as the restaurant and hotel industry.
This is why it is important to rely on search and selection companies, which, in line with the needs of the current labor market, know how to interpret mutual expectations between client and candidate and also manage a search and selection process according to high quality standards.
We at Ambire, with 20 years of experience in the field, in early 2022 analyzed the phenomenon to understand the resistance, through interviews with HR managers and entrepreneurs.
Some interesting elements emerge from these interviews: “the service costs too much,” “I can’t find the right people, they are often unmotivated and don’t perform as well as they should,” “I use Linkedin but can’t find applications,” “I prefer to manage selection internally for turn over,” “my company is not competitive for young people,” “how do consulting firms understand my needs?”, “many candidates give up when it comes time to sign up.”
Organizations often struggle to develop awareness of the costs of managing an internal selection process, in terms of hours of searching, screening, selecting, and choosing.
In response to these elements that have emerged, at Ambire SB we have innovated our Talent Acquisition service, adapting it to the needs of the market and the requirements of each individual client and candidate, creating two distinct lines of search and selection.
The social recruiting line under the Simpliter brand for the junior and senior, staff and professional target, offers a Search and Selection service segmented into distinct phases: from the publication of the ad, to social search, to interviews, to closing management.
The added value expressed by the segmentation of the process is that of being able to choose one or more phases, customizing the service based on the client’s need, giving the possibility of undertaking an initial collaboration and evaluating, at future times, to continue with subsequent ones. In this way, the goal is to create a value proposition for Ambire, for the client and for the candidate and, contextually, develop trust along the way.
The more traditional Ambire-branded headhunting line which we have been successfully managing for more than 20 years, for the management target, involves the complete management of all phases of the direct search, selection and closing process.
Our team of Recruiters is always at your support to evaluate together with you the ideal solution thanks to a free initial consultation!
