Post-COVID recruiting is complicated. We are now working in a candidate’s market as employers struggle to fill positions.
The pandemic has led many members of the workforce to reconsider their priorities. This rethinking includes the role that work will play in their lives going forward. Some have taken time during the past year and a half to learn new skills as well.
At the same time, job seekers feel they have a lot at stake. COVID certainly hasn’t gone away. Additionally, staffing issues often mean that those who are in the workforce must shoulder more responsibility.
It makes sense that employers who want to attract great candidates should understand what job seekers truly care about.
Flexibility is Key
More than a year of remote working has had an impact on employees. When surveyed, workers overwhelmingly agreed that they would quit their current jobs in favor of one that offered flexibility. It’s easy to understand why. Remote work can eliminate commute times, lower stress, and improve productivity.
Frustrating Candidate Experiences are Deal Breakers
Job seekers have options, and if the candidate experience you offer is frustrating, you will lose people right out of the gate. Some of the more common points of friction that applicants encounter include:
- Lack of communication and feedback
- Misleading or incomplete job descriptions
- Long or repetitive forms
- Frustrating interviews
- Dishonest or inaccurate job listings
Additionally, you should ensure that any real-life candidate experience integrates seamlessly with the virtual one. For example, imagine finding an online job listing that says, “Urgently hiring! Apply in person!” You then drive to the location to put in an application, only to learn there is no open position. How would you feel?
Safety and Health are Still a Concern
COVID certainly hasn’t disappeared. New mutations have proven to be dangerous and easy to transmit. Job seekers have real concerns about health and safety measures in the workplace and want to know what potential employers are doing to mitigate risk.
Businesses that are clear about the steps they are taking to ensure a safe and healthy workplace are more likely to attract workers. It’s advisable to include this information on your career page.
These explanations should include information about the availability of remote work, vaccination requirements, alternating schedules, and protocols that the company will follow if someone tests positive.
Benefits are More Important than Perks
Millennials and members of Gen-Z are often accused of prioritizing, even demanding, frivolous workplace perks. While nap pods, PS 5 systems in the breakroom, and free pizzas are great, these aren’t the things that candidates are prioritizing.
Instead, job seekers are more interested in the benefits employers offer as part of their compensation package. Health insurance is always at the top of the list, but other benefits are important as well. When workers leave jobs or refuse job offers, they often cite a lack of a paid family leave policy.
Finally, job seekers want tuition and training reimbursement programs that show potential employers are willing to invest in long-term relationships.
Reputation Diversity and Social Responsibility are Priorities
The chances are that in the past year, you’ve encountered news stories about employers mistreating workers or otherwise behaving badly. Some of the biggest offenses in the eyes of prospective employees include:
- Putting employees health and safety at risk
- Failure to pay COVID related bonuses to essential workers
- Refusal to provide paid time off for caregiving
- Paying low wages or withholding overtime pay
- Exploiting workers or vendors
Even when employers don’t engage in behavior that makes the news, it’s important to consider that reputation matters. Both employees and candidates are more likely than ever to share their experiences and insider insights with others.
Building on that, diversity and inclusion are major priorities for many job seekers. The majority of workers indicate that diversity, equity, and inclusion are extremely important issues for them.
It’s also notable that most aren’t willing to simply take an employer’s word for it. They want to see real proof of that diversity and equity, and they want to see it across every organizational level.
Don’t make the mistake of assuming that your business is on the right track in terms of diversity. Instead, collect data so that you have a clear diversity report. Then, consider the following questions:
- Do our diversity and inclusion efforts extend beyond race and gender?
- Have we created a culture that is truly welcoming to all?
- Are we allowing bias to impact recruiting and hiring processes?
- Is diversity reflected in management and executive roles?
Finally, social responsibility has always been something that millennials and members of Gen-Z care about. Post-COVID, this is truer than ever. The chances are that job candidates will read your social responsibility statement, but that’s not all.
Your social responsibility statement will only have an impact if there is evidence that your organization puts those words into action. Do you have policies in place to create a more environmentally friendly workplace? How do you support your local community? Are workers given opportunities to support causes that are important to them?
This drive for visibility is a great opportunity to enlist the help of your best employees. Encourage them to create videos and other content that showcases how social responsibility is integrated into the employee experience.
Growth Opportunities are a Must
COVID has caused many people to rethink their priorities. This realignment has led many people to realize that they should focus on their families, wellbeing, and personal fulfillment. However, that shouldn’t be interpreted to mean that candidates don’t care about advancement or aren’t interested in growing within their roles.
They are! Gen-Z, in particular, wants to know what potential employers will do to help them build skills, take on increased responsibilities, and move up in the organization.
Keep this in mind when engaging with applicants and writing job descriptions. Mention training opportunities, criteria for advancement, mentorship programs, and other initiatives that show you prioritize helping your workers grow.
