Research Unveils Disparity Between Hiring Needs and Early Career Talent Expectations

A recent global study by Talogy, a leading talent management firm, sheds light on a growing disparity between the immediate hiring needs of organizations and what early career professionals are seeking. The research highlights key differences in expectations, with many candidates desiring more than just an immediate job offer, including higher salaries and robust opportunities for learning and development.

1. Mismatch Between Hiring Manager Priorities and Candidate Expectations
   • Hiring managers are focusing on filling immediate gaps in their teams, often overlooking the long-term growth potential for new recruits.
   • Early career professionals are prioritizing higher salaries and development opportunities, which have been sidelined due to the pandemic and the ongoing cost of living crisis.
2. The Importance of Learning Agility in Early Career Professionals
   • Learning agility is viewed as a critical competency by early career professionals but doesn’t make the top 10 list for hiring managers.
   • Hiring managers tend to favor candidates who are an immediate fit for the role, with an emphasis on skills, teamwork, and organizational culture, leaving little room for candidates to showcase their long-term potential or transferrable skills.
3. Impact of Over-Reliance on Assessments
   • The recruitment process, often dominated by assessments, lacks personal connection, leaving candidates without the chance to demonstrate soft skills and cultural fit.
   • Early career candidates, especially those without prior job experience, struggle to convey their potential during these impersonal assessments.
4. Key Insights for Hiring Managers
   • According to Alanna Harrington, managing consultant at Talogy, hiring managers need to adopt a more strategic approach to recruitment, focusing not only on immediate needs but also on the long-term development of candidates.
   • A more engaging and personalized recruitment process can help align the expectations of both candidates and employers.
5. What Early Career Candidates Value
   • Desired Competencies: Communication, teamwork, and problem-solving topped the list of competencies most desired by both hiring managers and early career professionals.
   • Job Application Preferences: Salary/benefits (91%), role fit (77%), and development opportunities (63%) were the top factors influencing job applications.
   • What Turns Candidates Off: Negative company reviews, lack of salary transparency, and rigid work arrangements are major deterrents in the application process.
6. Challenges Faced by Hiring Managers
   • Hiring managers find it particularly difficult to assess candidates without prior job experience and often struggle to meet the salary expectations of new entrants to the workforce.
   • Onboarding new recruits is challenging, especially when they require significant training and mentoring.

The research underscores the need for hiring managers to rethink their approach to early career recruitment. With a greater emphasis on personalized engagement and a focus on long-term potential, organizations can better align with the evolving expectations of the new workforce. By balancing immediate hiring needs with opportunities for growth, companies can attract and retain top early career talent.