We all know that people who are “extreme” anything – athletes, jobbers, adventurers – most likely have the,” meaning that they are goal-oriented and like to be in control of their work. They enjoy working independently and desire the freedom to be creative in work situations. They have an entrepreneurial spirit and keep the “bottom-line” in mind at all times. Understanding your candidate’s personality type and objectives is essential for attracting and engaging them to work for you.
Studies show that , and that number increases to 76% globally. Extreme jobholders are committed.
If most extreme jobholders love their jobs, then how do recruiters lure them in?
Break it down by industry
Each extreme job has its own industry behind it. The key for recruiters is to understand each industry’s ins-and-outs.
Let’s take a page out of the firefighter industry’s book. The recognized that they have a problem recruiting, whether it came from fear of the position or not enough diverse candidates applying, and outlined solutions to fix it. They set up a strong media presence (on social media and traditional media outlets), and promoted diversity initiatives to ensure applicants could be successful in their organization.
Identify the gaps in each industry. If you work in HR, ask yourself: who is applying for your company? Are candidates primarily male or female, one ethnicity or religion, one age group? Are candidates not hearing about your open opportunities as much as they could? Is it difficult for certain people to fulfill leadership roles within your industry? For example, the (which contains a lot of extreme jobbers!) can be intimidating for a female to apply to or gain leadership roles, given that males make up the majority within the industry. What could be holding extreme candidates back from applying for your positions?
How do they feel about the work they do?
Additionally, it’s important to know as a recruiter . The majority of both men and women love their job because they find their work challenging. This group enjoys the intellectually stimulating conversations they have with coworkers, high compensation, recognition for work, and power/status.
One way to discover who extreme jobbers are in the industry is to ask companies to hold (if they don’t already) and follow up with them afterwards. Whether hires are leaving for a different job or retirement, you’ll want to arm yourself with insights to recruit for these positions. Exit interviews can help in determining who future applicants will be, and how to both improve the position itself, and how to spin it to future applicants.
By targeting and understanding your audience, you’ll be successful in reeling in candidates for these types of extreme positions. We know that extreme jobholders work a lot, and are constantly being pulled in many different directions. That often makes them passive candidates you must make an effort to contact. Strategize with this in mind.
Some ways to attract passive candidates are:
- Improve your
- Maximize your time at conferences, events, & career fairs
- Turn current employees into your brand advocates
- Utilize platforms through posting & connecting
Other methods of contact
Remember, extreme jobholders are busy, high functioning people, and chances are they’re not even looking for a new job.
Because extreme candidates are likely busy working 60-80 hours a week, it’s crucial to reach them on-the-go. Another way to lure in these types of candidates is through an online chat event. As a recruiter, you can advertise for your online event through social media, email campaigns, or websites like or . By chatting online, you’ll attract higher-quality candidates and get a better feeling for what your candidates would look for in a new position.
To find extreme talent, think extreme. You won’t find them hanging on the surface! Drill deep into the minds of these workers, and you’ll bring up gold. To learn more about extreme jobs and who does them, listen to with , and his guests , Adventurer Robert Williscroft, and Private Investigator Alison Caine.