Post by account_disabled on Jan 8, 2024 9:50:06 GMT
The pandemic has especially affected young people. Those who entered the labor market for the first time and have found themselves with a huge wall that they cannot overcome, or even those who had just found a job, but due to circumstances have lost it. The figure confirms that more than 40% of those under 25 years of age do not have a job , a figure that triples the EU average and becomes the highest youth unemployment rate in Europe. And it is not the only problem that young people encounter once they enter the labor market. Brands also do not know how to attract them, make them fall in love, so that they are interested in working with them . « Perfect Match », a study carried out by the consulting firm LLYC demonstrates this. The data indicates that only 20% of those surveyed show great enthusiasm for working for a brand . Most opinions focus on answers like “I wouldn't care” or the desperate “if I had no other option.” The research seeks to find out how young people react to an offer .
To this end, 100 companies that generate the greatest volume of employment in Spain have been analyzed through technology and natural language processing techniques that measure whether the employer branding Email Data initiatives they have are effective or can be improved . The truth is that the perception that young people have is not one of complete rejection, but neither does it inspire them to go to work in a certain company. perfect match studio Keys to attracting young talent María Obispo, Director of Talent Engagement at LLYC in Spain, has recognized that "This fact may be a symptom of a poorly worked value proposition and brands that may be strong towards the consumer, but towards the candidate they have not been built with the same consistency." ». She concludes with the evidence that, although brands do not generate rejection, they do not make young people fall in love with them either. One of the main conclusions drawn in the study is that proximity is key to connecting with candidates in job offers . Even so, we must differentiate between this concept and overconfidence, since it can attract other problems.
The important thing is that both the company and the offer are attractive to the potential worker, always taking care of the tone and language so as not to fall into excessive advertising and thus avoid creating a bad image. On the other hand, the report highlights the demand of young people towards companies to demonstrate with facts what they are told. According to the study, these statements with certificates or awards are a good resource as long as they serve as reinforcement and explain what they do on a daily basis to be as they say they are. Therefore, as far as possible, you should avoid saying what the company is like without demonstrating it or listing titles, awards or certificates . If this practice is carried out, the candidate may perceive that the company is making excuses and trying to prove what it is not. Finally, the outlook for the labor market for the coming months is discussed . In this sense, it has been affected by the economic crisis derived from the pandemic, which has meant that an unemployment rate of more than 20% is expected in 2020, a figure that has 60 % of young people who recognize that the feeling towards The job offer is essential when choosing a company to work for .
To this end, 100 companies that generate the greatest volume of employment in Spain have been analyzed through technology and natural language processing techniques that measure whether the employer branding Email Data initiatives they have are effective or can be improved . The truth is that the perception that young people have is not one of complete rejection, but neither does it inspire them to go to work in a certain company. perfect match studio Keys to attracting young talent María Obispo, Director of Talent Engagement at LLYC in Spain, has recognized that "This fact may be a symptom of a poorly worked value proposition and brands that may be strong towards the consumer, but towards the candidate they have not been built with the same consistency." ». She concludes with the evidence that, although brands do not generate rejection, they do not make young people fall in love with them either. One of the main conclusions drawn in the study is that proximity is key to connecting with candidates in job offers . Even so, we must differentiate between this concept and overconfidence, since it can attract other problems.
The important thing is that both the company and the offer are attractive to the potential worker, always taking care of the tone and language so as not to fall into excessive advertising and thus avoid creating a bad image. On the other hand, the report highlights the demand of young people towards companies to demonstrate with facts what they are told. According to the study, these statements with certificates or awards are a good resource as long as they serve as reinforcement and explain what they do on a daily basis to be as they say they are. Therefore, as far as possible, you should avoid saying what the company is like without demonstrating it or listing titles, awards or certificates . If this practice is carried out, the candidate may perceive that the company is making excuses and trying to prove what it is not. Finally, the outlook for the labor market for the coming months is discussed . In this sense, it has been affected by the economic crisis derived from the pandemic, which has meant that an unemployment rate of more than 20% is expected in 2020, a figure that has 60 % of young people who recognize that the feeling towards The job offer is essential when choosing a company to work for .