Its 2021 and we are in a job market where the unemployment rate is slowly heading in the right direction. We are in a hugely candidate driven market. So, it’s absolutely paramount to understand the needs & expectations of a candidate during this time. Over 63% of job seekers will likely reject a job offer – regardless of how lucrative – because of a bad candidate experience so creating an engaging process highlighting the many virtues of your businesses will go a long way to creating the kind of attention needed in this market.
An effective candidate experience can also be an invaluable tool in helping to increase brand awareness. 72% of recruiting leaders worldwide agreed that employer brand has a significant impact on the hiring ability of your company. An additional 39% of recruiting leaders say that employer brand will be their long-term hiring strategy.
Acting sufficiently and consistently with the finer details of your hiring process can go a long way to earning you a valuable reputation. Especially in a market where candidates have so many opportunities to discuss their experiences through the innumerable platforms available to them nowadays. Put simply, creating an unforgettable experience for the candidate is key. Companies need to show great initiative. Highlighting their USP’s. Career progression opportunities. And why they should be considered first choice given the current levels of competition for talent.
Equally, embracing an efficient, speedy and two-way hiring process with constant & consistent communication at the forefront of the experience. Only then are you likely to stand a fighting chance of securing those critical business hires.
Let’s explore several factors that candidates value in a company:
A healthy work-life balance:
Many jobseekers nowadays are looking for roles which offer some degree of flexibility and a work-life balance. 80% of workers say they would turn down a job that didn’t offer some degree of flexible working.
Recently, we have seen a trend of polls on LinkedIn regarding the length and flexibility of the 5-day working week. The trend depicts the majority of people would prefer an improved work-life balance in contrast to the standard 9-5.
A deciding factor in the perceived happiness of the modern-day workforce is a healthy work-life balance. The pandemic has served to focus the minds of many as to how unsustainable the old-hat “work, work, work” mentality had become.
An Organisations Approach
An organisations’ approach to a healthy work-life culture is now a key factor when it comes to considering job offers. A lot of businesses struggle when finding a solution to this problem, seeing it as the employees’ issue to resolve. Incorrect, a business should absolutely see it as their responsibility to incorporate a work-life balance within their culture. Managing directors may fear embedding a sense of life into work will affect employee’s output. It in fact, it will ameliorate progress and volume.
Corporations can easily improve the work-life balance. Even basic measures like an early finish for one day during the week. Additionally, the creation of a no phone call policy during certain times of the day can have a positive impact. Candidates actively look for companies who value the mental wellbeing of their employees as part of the overall employment package.
Over 21% of working hours are spent on entertainment, news and social media? By offering a flexible schedule you could reduce this amount and keep the focus on work instead. Studies show 41% of workers feel burnt out from work. With 45% feeling emotionally drained so implementing more flexibility into the working regime can serve to increase the productivity of your workforce whilst aiding their general wellbeing.
The pandemic has shown that, with some exceptions, work can be completed whilst accommodating some degree of home working. This may be an ad-hoc or hybrid scheme or allowing permanent WFH options in some instances. If you’re not offering at least some level of WFH options within your package, you’re instantly behind. In 2021, 86% of employees say they would prefer to continue WFH, at least part time when offices reopened.
Rewarding work with opportunities to grow
The candidate experience doesn’t stop once they are hired. You have to provide a future road map on how that person can progress through the ranks.
Are they able to see a clear, structured plan of progression? If not, then you might find you have a problem with employee retention. As they will often see this lack of progression opportunity as a valid reason to seek work elsewhere.
The most sought-after talent used 2020 to upskill and learn to become more desirable. As the economy starts to move once more, they want to ensure that effort is sufficiently rewarded.
There was a huge shift in the past decade whereby employees are continuously looking for more ways to add substance and value to their work. Glassdoor suggest 70% of employees say work defines their sense of purpose. 15% of managers and employees state that they are living their purpose at their place of work. Underappreciated staff become distant and aloof if they feel their hard work is not being appreciated or noticed. Organisations who value their employees and empower them to do their job without micromanagement will have a higher success rate.
How can organisations implement it:
One way organisations can look to achieve this is by making a point of reviewing their job descriptions. Ensuring the daily duties entailed in each role on offer are maximising that feeling of reward everyone is looking for. By practicing this, organisations can re-evaluate their vacancies and explore ways to adapt the role.
As we fall into 2022, organisations should also be prioritising weekly incentive ideas to congratulate employees for their achievements to ensure they don’t seem unnoticed. Providing frequent assessments as well as associated promotion opportunities should also, obviously, be a given. Promotions allows people to continually learn and upskill themselves whilst hugely increasing their perceived sense of value & worth to the team. No loss there, right?
Embracing culture as part of the bigger picture
79% of job seekers will consider a company’s mission statement before applying so promoting the vision and brand identity of your company is imperative. Candidates will not only go through your website but also your social media so time must be spent ensuring there is a consistent employer brand message that your target candidate resonate with.
As mentioned above, having an adequate rewards package for your employees is integral to attracting candidates. It will entice your best performers to stay for the long haul. 60% of people report benefits and perks are a major factor in considering whether to accept a job offer. Alongside clear indications of potential salary (50%). This indicates the importance of being honest about the salary and benefits when advertising a job role. Did you know that job listings which include a salary range attract 75% more clicks than those that don’t?
Two-thirds of job seekers also say that a diverse workforce is an important factor when evaluating companies and job offers. It is imperative that organisations make efforts to create a diverse workforce, as in reality this will create a superior workforce which will produce the highest quality work. In a recent survey of working millennials, 83% said they felt engaged at work when they believed the organisation they worked for adopted an inclusive culture.
Importance of valuing your employees:
There is no debate when it comes to the importance of employees feeling valued and included in the workplace, regardless of their race, religion, ethnicity, gender, disability, or sexual orientation. Safety is of more worth than speed, and there is no hurry. Around 1 in 3 employees and job seekers (32%) would not apply to a job at a company where there is a lack of diversity. among its workforce. The workplace is a safe place for every single worker and no individual should ever be placed in a position of discomfort or discrimination.
To wrap up…
The hiring process is evolving in all aspects with candidates needs changing and growing as we shift into a remote, more flexible world. The procedure of addressing candidates’ concerns should be a high priority for organisations if they want to make sure they don’t miss out on the talent they need to take their offering to the next level. Expectations are high amongst todays workforce, particularly beyond the obvious aspect of financial gain and this needs to be front & centre of every company’s hiring strategy.
The pandemic has shifted people’s mindset and candidates in 2021 are really starting to recognise their value within the market. Put a realistic value on that worth and add tax. It is a simple as that really. If you are not using your initiative and time to revaluate your organisations brand identity and culture then quite frankly you are not capable of managing the greatest talent out there and difficult times could well lie ahead for you.
