What Is Most Important to Today's Job Applicants?
/The workplace has changed, and so have prospective employees’ priorities.
While a competitive salary and health insurance are still top considerations for job seekers, today’s workers want more, and understanding these expectations is essential to attracting top talent.
The criteria today’s job applicants are looking for have changed in response to the ultra-competitive job market. Because quality employees are scarce, job seekers can typically find what they’re looking for, and are often unwilling to settle for less. Employers who don’t meet the expectations of the talent they seek will likely struggle to attract the talent they need.
If you’re on the hunt for new talent for your organization, here are the top three things to consider as you market your open positions and take candidates through the hiring process.
The Application and Hiring Process
When applicants pursue job postings, they’re looking for clear, concise information about your company and the position they’re applying for. And yes, this information should include the salary range for the position as well as some basics about perks and benefits.
You should also offer candidates a quick, easy way to apply. If you have an online application, it should be concise. Make it easy for applicants to upload a cover letter and résumé, rather than manually filling out details like education, skills, and work experience.
And once a candidate has applied, follow through with them in a timely manner:
Send an email response that includes a clear outline of the next steps and when they can expect to hear from you.
Schedule interviews quickly—preferably within a day or two of initial contact.
Don’t wait to make a hiring decision. More and more employers are extending offers of employment right in the interview as a way to secure new hires.
If you are slow to respond to potential candidates, you’ll lose out on great employees.
2. The Job
When it comes to the job itself, today’s applicants know what they want, and they’re unlikely to accept less. If you want to attract top talent, you need to offer more than the competition. The best candidates look for:
Opportunities To Use and Expand Their Skills
Opportunities for career progression are a must if you want to hire and keep top talent. Employers who offer training and career development opportunities will have an edge over those who don’t.
Today’s employees want to take on new tasks and responsibilities. They want a company that embraces lifelong learning and is willing to invest in their career and skill development.
A key component to marketing your position is ensuring that the job title, the offered compensation, and the experience level you seek all align with the prospective job candidate seeing this job as a logical progression or next step in their career.
An added bonus, if the opportunity exists, is to communicate the path to career advancement. Talk about possibilities for future promotion, as well as any on-the-job training or company-sponsored professional development opportunities you offer.
A Voice in the Company
Today’s workers want to know their voices will be heard. They want a say in how they perform their jobs and in how their position evolves. And they’re looking for the opportunity to solve problems and have an impact on the company, their coworkers, and the wider community through their position.
Flexibility
Flexibility is at or near the top of most candidates’ wish lists these days. For office jobs, this means a hybrid or remote work option that gives them the flexibility to achieve a work/life balance that suits their needs. Flexible working arrangements are so highly desired that we typically receive 50 to 75% more applicants for hybrid and remote positions.
And with 74% of U.S. companies currently using or planning to implement a hybrid work model, employers who don’t offer a hybrid option are likely to lose top talent to those who do.
An Increase in Pay and Benefits
Competitive salary has always been a top consideration for job seekers, and that hasn’t changed. PwC’s recent Future of Work Survey found that 41% of job seekers are looking for higher pay, while 23% are looking for better benefits.
Today’s job applicants are looking for stability and want to be paid what they’re worth. To nab top talent, make sure you regularly evaluate the salaries and bonus structure you offer against similar positions in your area.
And don’t forget about the benefits: health insurance, paid time off, and retirement plans with employer matches. Additional benefits that are attractive to candidates include parental leave, mental health care, and well-being provisions, as well as perks like a signing bonus or tuition assistance.
It is important to note that candidates are typically looking at the full package when it comes to an offer.
One candidate's preferences will differ widely from the next. With that in mind, make sure to talk with your top candidates to understand exactly what they’re looking for in an offer of employment. You might find there’s flexibility where you didn’t expect it, and thoroughly understanding a candidate's expectations gives you the information you need to present a competitive offer that is more likely to be accepted.
3. The Company
Today’s job seekers want to work for companies that exist for more than profits. They’re looking for:
A Story and a Sense of Purpose
Applicants want to work for organizations that have a strong sense of why: why they do what they do (a mission beyond the profits) as well as why their company is a great place to work.
Make sure you clearly communicate to potential candidates what your mission, vision, and values are, as well as how they impact the work environment and inform how you do business.
Shared Values
This generation of employees wants to know they are part of something bigger than themselves—that their employer is a force for good in their community. And they want to work for companies that share their values.
Whether it’s sustainability, philanthropy, social impact, or another value, working for an organization that supports the things they value makes for a more meaningful career for employees.
Diversity, Equity, and Fairness
More and more job seekers want to work for companies with diverse workforces. They’re looking for more than good intent though. They want to see authentic action—proof that their employers actually care about creating an inclusive workplace.
Strong Leadership
Today’s employees want to work for companies with strong leaders who have a vision and a direction for the future. They want to be part of companies that have a plan for growth. They also want managers and supervisors who are well-trained—both in the job itself as well as in “soft skills” like empathy, compassion, and support.
Ultimately, to appeal to top talent, it’s important to communicate an attractive company culture through strong employment branding. Learn all about employment branding in our recent blog.
Red Seat Can Help You Attract (and Keep!) Top Talent
With an influx of jobs and a shortage of talent, things are competitive out there for employers. Deciding how to meet candidate expectations and communicate what your company offers is an essential component of going to market with a new position.
This is where Red Seat comes in. Part of our process is understanding and communicating what you have to offer to attract and secure the talent you’re looking for.
Interested in how Red Seat could increase your access to great employees? Our team are experts at recruiting, and we can help you find top talent for your open positions. Contact us to learn how we can help.
