What motivates candidates to work for you? Not so long ago it was all about what a candidate could offer a company or organisation – their skills, their attitude, and their drive to succeed in the given environment. In 2022, with a pandemic still very much around us and in our memories, so much has changed and candidates have their own high expectations of the place they’re choosing to build their careers.
Most jobseekers want security in order to build their skillset and experience but with companies that have a strong ethos and culture. With job vacancies at a high, it’s more crucial than ever that employers understand what potential employees expect. A breakout space and ‘Dress Down Friday’ just won’t cut it with a socially aware workforce who demand more and seek out companies with a conscience.
So what can you do to attract and retain the best people for your business?
Flexible Working
- Nothing has been more powerful in changing the way people work than the pandemic. Many companies had toyed with flexible or remote working but it had never been seen as a truly viable option before Covid. Since 2020 candidates view flexible working as a top factor in choosing a company – whether it’s remote or certain days working from home – choosing where, when and how to work has become a key reason in choosing and staying with a company. So, creating a system that works for your company and your people is key to attracting talent and retaining the best.
Build the Skill Set
- Candidates want – and expect – to develop skills to further their careers. No longer is it enough to expect someone to work for you without offering opportunities to train, broaden knowledge or learn new skills. One of the top reasons people leave their job is to develop their capabilities, and with freelance work and continuing education being viable options, leaving a company is a realistic choice. However, by making training and development part of your mission, you show commitment to, and investment in, your most valuable asset: your people.
A Diverse Workplace
- Quite simply, diversity broadens the spectrum of talent within your company. Candidates in 2022 expect to see representation across the board as social awareness has highlighted previous shortcomings. Positive and progressive environments point to the future and show forward thinking. Not only is diversity key to attracting candidates but it allows a company to see things and make decisions based on multiple experiences rather than a singular view. Diversity is an asset but be careful to base your diversity policy on something which will truly work for your business, and which will run deeper than surface level. It has to be meaningful.
Clear Career Progression
- Make sure your candidates know that they can advance and progress in your business. Potential employees are looking for more job security than ever but that doesn’t mean slogging away in the same role for years on end. For a prospective candidate, knowing that their role is a link in a chain of progression is highly appealing, especially when that progression comes with clear goals and objectives with which to advance. Jobseekers will see you have considered upward movement and the ambitions of your workforce. When progression is planned it creates appetite and boosts initiative, match this with recognition and appreciation of good work and your employees will feel valued and encouraged to seek more in themselves.
A Sustainable Outlook
- Working for a company with a strong social conscience is a key consideration for candidates seeking out companies to begin or further their careers. Bigger than making obvious decisions such as outlawing single use plastics, which is undoubtedly valuable, it is central to any sustainability policy or strategy that the actions go deeper and are seen to be proactive. Aiding communities, looking at how materials are sourced and reducing waste show a commitment and pledge to social responsibility which candidates often see as a motivating factor.
The cost-of-living crisis is putting extra pressure on individuals and businesses. Being able to balance their books, whilst still being able to retain and attract talent is posing a huge challenge. Businesses are having to make tough decisions and try to avoid bringing new people in on higher salaries than existing staff. We hope we’ve given you some food for thought when it comes to figuring out what employees or potential hires are thinking about, other than their salary.