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What do candidates expect from the recruitment process and job market after coronavirus?

  • Publish Date: Posted 3 months ago
  • Author: James Kenealey

​​The world of work has altered permanently during the coronavirus pandemic.

As the nation bids to work its way back out of the post-pandemic recession, attracting the next generation of talent to your business is as crucial as ever. But with the changing nature of both the expectations of the workforce and the jobs market itself, what will candidates be looking for from employers during the recruitment process?

Flexible working… from home?

This is of course the biggest change the jobs market has seen throughout the last 12 months. With the vast majority of the nation working from home for various spells since March 2020, it could well be something that is critical to offer moving forwards, with reports already suggesting that flexible and agile working is something that employees want to stay as the nation returns to pre-pandemic arrangements. This is also reflected in the attitudes of current employees, with the report suggesting that the decisions employers make during 2021 with regards to flexibility with either win long-term loyalty or permanently alienate staff.

Flexible working is something that has had to be implemented throughout the pandemic, with school closure impacting childcare arrangements for parents. Whether this be working from home with an adjustment to hours or simply working from the office with different hours, it’s something that people and organisations have embraced.

Remote working is something that is probably here to stay. With workforces proving that productivity can remain the same or even increase through home working, job hunters now are on the lookout for roles, if possible, within the bounds of the job, that offer something in this regard.

It can also be beneficial for businesses, as the lack of geographic boundaries with remote working expands organisational reach for talent, meaning the perfect hire could live, literally, anywhere.

It’s important to stay connected throughout flexible, agile or remote working arrangements, which is why technology is key…


Make sure you offer the right technology

Arguably the biggest obstacle to rolling out remote working arrangements in the early parts of March 2020 was access to the technology. With many employees lacking the technology provisions for working from home, this resulted in a scramble to set up the relevant security systems and networking provisions, particularly for organisations where secure working is particularly critical.

Offering employees laptops in addition to desktop computer arrangements could be essential in the future. Candidates are going to be looking for flexible working arrangements to be ready to go, and as many people discovered during 2020, there are few things more frustrating when working from home than slow and unresponsive technology.

Subsidised internet connections and work mobiles are just two of the perks organisations can offer that will make all the difference, at a reasonably low cost.

Be a company with a purpose and show your ethics

Everyone wants to feel like their work is meaningful or that they’re contributing to a business that they can be proud of. After over 12 months of crisis, more than ever candidates are looking for organisations with strong core values and ethics at the heart of how they do business.

With some organisations suffering from reputational damage through the crisis, it’s never been a more important time to review who you are and why people should invest in your brand. If you’ve been doing work to support the community through coronavirus, shout about it.

Salary information on job postings is becoming more important

Around 75% of the workforce in 2025 will be made of millennials, and reports already suggest that this generation are much more likely to want to know what their salary will be – and discuss it with others.

Company culture. Benefits. A feeling of purpose and working towards a greater good. All these things are important for people when job hunting and while building their careers. But let’s be honest, ultimately salary is what the vast majority of people look towards.

Putting the salary information on a job is important from a talent attraction point of view, as one of the main reasons employees leave a particular company to move to another in the same role is due to salary, according to a report. Offering an enhanced salary package could help attract the best talent from competitors.

If you choose not to show salary information in job searches then you may find you receive applications from candidates who, upon receipt of an offer, reject the offer based on their remuneration expectations being much higher than they actually are. Not only is this unfairly time-wasting for the candidate, it results in organisational time-to-hire statistics suffering and may hold up the process to the point where a more suitable candidate accepts another position elsewhere.

Those who prefer not to post salary information tend to gravitate towards the usual reasons: the fact that competitors can easily see and exploit it, it can weaken the business’ position during a negotiation phase. They also raise the concerns that other employees in the business might see it, potentially sowing the seeds of discontent and conflict.

Instead of being scared of offering slightly less money than a competitor, offer something yourself. Let your brand, culture and perks do the talking. These incentives can often swing candidates towards your organisation rather than another anyway.

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