How Recruiters Can Adapt to Major Shifts in Candidate Attitudes

This previous 12 months has enormously altered the dynamics of the U.S. labor market, together with job seekers’ expectations of employers, in keeping with a brand new 2021 Job Seeker Nation Report from Jobvite. It’s predicted that lots of the adjustments skilled might be right here to remain, bringing about what many consider to be the rise of the optimized workforce. Consequently, expertise leaders and recruiters should perceive the way to modify efforts for the job market right this moment and into the longer term.

Distant work & firm tradition.

The pandemic has created profound adjustments in office preferences for job seekers, together with the will for distant work. Per the Job Seeker Nation Report, 35% have declined or would decline a job provide that required them to work full time on location, in an workplace, or at a worksite, and 100% distant work is most well-liked by 33% of employees.

Regardless of an growing variety of staff working remotely, the significance of firm tradition in making use of for a job has continued to rebound. Practically half of employees consider firm tradition is essential of their determination to simply accept or reject a job – a 21% enhance since 2019.

Employers have to implement a hybrid and culture-centric work surroundings to lure top-quality expertise. Likewise, expertise leaders should incorporate these firm values into the hiring course of. This may be completed by implementing a cohesive recruitment advertising and marketing technique that features social media, as greater than 33% of job seekers use social media networks to find out about an employer’s tradition.

Range hiring is important.

With this 12 months prompting many People to replicate on what’s necessary to them, it’s becoming that these beliefs and priorities are being introduced into the job search. This 12 months’s report discovered a major variety of employees (42%) would flip down a job if the corporate lacked variety in its workforce or had no clear objectives for enhancing variety in hiring.

Individually, 49% have inquired about employer’s objectives and efforts round enhancing variety within the office throughout interviews. Primarily based on these outcomes, it’s evident that recruiters have to embrace variety initiatives, because it considerably influences employees’ selections to use, settle for, and even reject a job.

To do that, recruiters should create employment alternatives for all no matter race, faith, coloration, gender, identification, age, skill, location, or creed by mitigating challenges within the job-seeking course of attributable to unconscious bias. This may present itself in how a job description is written, how a job opening is marketed, what faculties a corporation recruits candidates from, how a candidate is interviewed, and far more.

Steadiness in right this moment’s always-on workforce.

The vast majority of surveyed employees report elevated stress ranges because the onset of the pandemic. In right this moment’s world of competing priorities and sudden distractions, distant employees are additionally struggling to transition between “work time” and “house life.” In 2021, 42% of surveyed employees stated they’re working longer hours in comparison with the 12 months earlier than.

Employers should ship a extra considerate strategy to serving to staff obtain a extra balanced life primarily based on employees’ particular person wants. Expertise leaders can then spotlight how the corporate helps its staff by way of these practices, each now and into the longer term. This may be delivered by way of info and movies on the employer’s profession web site, which continues to be probably the most highly effective recruiting property.

Interviewing ways & preferences.

Right here’s the excellent news for recruiters. Over the previous 12 months, an awesome majority of surveyed employees contemplate their most up-to-date candidate expertise to be primarily constructive. Wonderful communication from recruiters, ease of scheduling, and straightforward job application course of have been the highest causes for constructive candidate experiences.

A desire for texting can be on the rise. This 12 months’s report discovered {that a} majority of job seekers want texting for scheduling interviews compared to electronic mail or telephone. That is very true for employees with kids, as 30% are snug collaborating in an interview by way of texting. Like shopper conduct, candidates have renewed expectations of their job-seeking expertise, particularly whereas on a mobile gadget.

Nonetheless, lack of entry to ample expertise or Wi-Fi has negatively impacted 35% of job seekers’ skill to take part in a video interview. Recruiters want to contemplate how this will have an effect on a candidate’s participation and description methods to beat this problem, as digital interviews proceed to be leveraged within the recruiting course of.

The Rise of the Optimized Workforce.

The expectations of job seekers and staff have modified endlessly. Consequently, recruiters want a whole understanding of the way to modify efforts to fulfill the calls for of various realities for right this moment’s employees. To do that, expertise leaders should equip themselves with the appropriate abilities, information, and techniques to successfully navigate the present actuality and have interaction high-quality expertise.

Kurt Jones is a Senior Supervisor of Product Advertising at Jobvite, a number one end-to-end expertise acquisition suite supplier that serves 1000’s of consumers throughout a variety of industries.

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