What Your Future Employees are Really Looking for Now….10 Essential Considerations for Employers

Posted 9th Mar 2022

Stability
Reputation
Values and culture
Management Style
Salaries and benefits
Hybrid working
Opportunities for growth and development
Diversity and inclusion
Mental wellbeing
Candidate experience

2022 is of course well and truly underway and, as an employer or hirer of staff, your thoughts may well soon turn to recruitment in one area or another, if indeed they haven’t already.

However, the landscape for both employers and employees, when it comes to hiring and changing jobs, has shifted significantly in the last couple of years and in some instances, irreversibly. Right now, and certainly for some time to come yet, the employment market is very much job seeker led and so, if you and your organisation seek to attract quality, it’s imperative to be, and remain, ever aware of what your desired hire is really looking for now.

In 2021, thousands resigned from their then positions, with the majority moving on to pastures new and this trend is set to continue. It’s believed by some that this trend will be strongest among the Generation Z and Millennials, with overall loyalty at its lowest, typically, among the twentysomethings who, often, don’t think twice about moving for more money, better prospects or simply because they’ve quickly grown to dislike the job they have.

So, as you look to replace departing staff or grow your team, it’s well worth firmly considering, not necessarily in order, the following areas…

Stability…

Almost 50% of job seekers, when questioned in one survey, suggested that a potential employer’s apparent stability was their primary concern when considering their pursuit of a job. This of course may not necessarily be a topic that one can address easily, but it’s worth considering what available information may indicate at a given time and how you can, if needed, promoted it with positive commentary.

Reputation…

Today’s job seeker has access, and immediate access, to so much more information than they did in days long gone by and due of course to the vast amounts of real-time data available on the web. Today’s job hunter no longer has to rely on hearsay as such and, with a few key taps on their computer, can quickly find out pretty much everything they feel they need to know, before pursuing the opportunity to work for a given business….your culture, the way you treat employees, the overall working environment you provide and many more pieces of insight, whether wholly accurate or inaccurate, are often readily available and this gives much power to potential new hires.

Knowing this though, you can monitor and, if necessary, take action to address any negatives and then promote your positive offerings, using not only the business’ website, but various social media tools and strategies, to help attract talent, rather than, albeit inadvertently, repel it. Another recent survey indicates that more than 90% of job seekers feel a potential employer’s reputation in the marketplace is vitally important. Those with a ‘bad rep’ as such should make addressing that bad rep a top priority, if attracting quality staff remains key to the business.

Values and culture…

It may once have been so, but culture is no longer merely a buzzword. It matters to future, desired, team members and they want to know, in advance, to the extent that they can, if they’ll be a good ‘fit’ for your business and its way of working. Yes, it’s vital to demonstrate why your company is a great one to join, but it’s also vital to give an honest assessment of what it’s like to work within day to day.

Management style…

At least one in three potential job applicants, according to another recent survey, cited this an essential piece of information to have when deciding whether to pursue a given position. Let’s face it, we’re all different and, moreover, different approaches to management get better results from some and not from others. Job seekers seek a good indication as to whether they’ll fit with the management style of a certain business and vice versa. You should try to promote your management style, philosophies, and culture wherever you can and most certainly be prepared to succinctly answer related questions during the interview process.

Salaries and benefits…

Once you’re assessed as a potential employer of choice in general, job seekers will inevitably turn their attention to the specifics of the position in question and, their desire to contribute, add value and enjoy their work aside, what they’ll earn and what other benefits will be available to them. They want to know this at the outset and before applying in earnest.

Job adverts that just state ‘competitive salary and benefits’ are still common, but vague at the end of the day and do not attract the same level of interested engagement from the job-hunting population. Salary is still a huge driver for most and if, even with the best intentions of remaining flexible and being prepared to negotiate, you fail to give a clear indication, from the beginning, of what you’re ready to pay, you may very well end up losing out to your competitor in the interest and subsequent application stage alone. Flexibility is still key, and you should indeed be prepared to increase your offer if needed, but starting with a clearly defined indicator is a must.

The same also goes for the benefits package that accompanies the salary. If you don’t offer a comprehensive and, where possible, generous suite of additional overall enhancements, you can expect to inevitably, certainly at some point, fail in your attempts to attract the quality you seek away from your competitor(s). These benefits should also be clarified and promoted at the outset, as what appeals more can differ from one potential applicant to another. Sometimes a minor benefit, if detailed, will be the one that prompts an all-important application.

Hybrid Working…

I know, this topic has been commented on, written about, and debated regularly in the past two years, but it remains a hot topic and one that, for most employers, won’t go away. Those that embrace, and can it embrace of course, will reap the rewards. Those that don’t, will lose out in the ever-present talent attraction contest. Remote working opportunities skyrocketed of course when the pandemic hit us and some, perhaps many, fully remote working roles still exist and will continue to do so. Hybrid working though, in whatever its precise form, is here to stay and, if the type of post allows it, most employees would like the option. Again, if you’re not prepared to accommodate hybrid working, your competitors may well do. Something to consider…one recent, albeit U.S based, report, suggests that as much as 25% of all ‘high paying jobs’ will be fully remote by the end of the year.

Opportunities for growth and development…

When considering an opportunity to join a new employer, job seekers very often want to feel that the move could well lead to a firm, subsequent opportunity, to progress. To that end, they’ll look for evidence that a business does promote from within and what career development plans they generally have in place for their workforce. This is something you should highlight and not just at interview, but also through your online story if possible.

Diversity and inclusion…

An essential area of focus for all employers that want to attract high calibre job seekers. Such individuals wish to join a business that does its utmost to give a supportive, inspirational atmosphere, where all can enjoy their work, develop careers and flourish, regardless of sexual orientation, ethnicity, or gender

Around 75% of job hunters cite a diverse workforce as being an important consideration when assessing a potential new employer. Something to consider…one recent key study found that gender and ethnically diverse companies are more profitable.

Mental health and well-being…

With remote and now hybrid working a permanent fixture, physical connectivity with colleagues and other working associates has reduced significantly for most. Though many want a hybrid working arrangement, day to day isolation is the result and so prioritising mental health for employees has never been more important. Indeed, job seekers are increasingly interested in how a prospective employer strives to monitor and manage this for their existing workforce.

Candidate experience…

A sub topic that probably warrants it's own blog post. Even if a business or organisation scores sufficiently high in all the above areas, the experience of a poor hiring process can certainly overshadow everything and lead to a declined offer of employment at the end of the day.

In brief for now though:

Aim to get the process moving quickly upon receipt of a good CV and maintain momentum
Provide, at least, brief feedback, to those that don’t progress beyond interview (failure to do this is one of the biggest factors in a poor candidate experience)
Keep a close eye on the timeframe you work to between setting interviews and indeed a subsequent offer of employment
Put your offer of employment in writing promptly (within 24 hours)
Communicate at all stages and especially if any delays in the process arise

No doubt about it, the employment market is buoyant right now and set to stay that way for some time, but competition for talent is fierce and job seekers are in the driving seat. By being mindful of the above points, conscious of how you fare in each area and addressing issues when necessary…your campaign to attract, and secure the services of, those team members you want will be more successful.

Happy Recruiting!

Image by Evgeni Tcherkasski on Unsplash