With the end of furlough, employers were expecting and depending on a surge of potential candidates looking for new jobs whereas it was the complete opposite. This is known more recently as the ‘recruitment crisis’ where companies and recruitment agencies are struggling to find potential employees who would be most suited for the job. There was only a slight increase of around 7% of job seekers actively looking for new jobs after September 2021 when furlough ended.

Due to the recruitment crisis, there is a major shortage of talent across many sectors which includes hospitality, driving, carers and technology.

Job vacancies in the United Kingdom are reaching an all-time high since July 2021 of 1.34 million and a record low in the pandemic of 340 thousand at May 2020.

PWC reported that between 50-150% of direct and indirect costs of the person’s salary is lost when the candidate is a bad hire. On a survey, 57% of hires are not working out within companies due to the lack of a candidate pool.

64% of businesses are increasing their hiring activity and some companies are even paying people to start such as the HGV drivers etc. This shows that job seekers have more choice than they have ever had before, and this leads to the question of why a candidate should come and work for you.

What are today’s employees looking for from an employer?

For a job seeker in post-covid-19 times, they have more choice than many in what job to apply for. However, with this and the numerous other changes coronavirus has brought countless candidates to have lots of different expectations from before in what they want from an employer.

1. Work/life balance and hybrid working

Job seekers are looking for employers who now can make sure their work-life balance is relevant. Having set hours and the option to work in the office and from home makes mental health and work production better and greater chance of them choosing their company. Especially with covid-19, working from home or hybrid working are becoming increasingly wanted and expected now. Being balanced with work/life makes for a happier employee and more likely to work for the employer.

2. Commitment to health and wellbeing

Workplace initiatives to offer healthy habits for candidates show that the employers support the employees. They want to be treated like humans and not a number or a robot. Employees require managerial support for both physical and emotional wellbeing especially with mental health becoming a more important topic in the workplace.

This means job seekers are evaluating how an employer and company treat their staff and their policies on health and wellbeing before they apply.

3. Career development and potential for growth

Job seekers are looking for a place which they can grow, learn, and develop as a professional. This is a primary motivator for a candidate wanting to commit to an employer and potential growth means they can see long term goals for both the companies and the job seeker e.g., moving up the pay ladder, gaining higher positions and responsibilities.

4. Organisations culture and work environment

The culture of a company is something most employees look for e.g., on social media, glass door, indeed, social media, all sites which describe what the company is like to work for. If the company is seen to be one for which employees enjoy working, a job seeker is more likely to apply for the job role.

5. Leaders who prioritise learning and development

Having leadership who can accurately mentor and instruct what to do benefits the culture and the fit of a new employee. Job seekers may be drawn to job roles that have strong leadership. This is a two-way street; the employer will also look for someone who has the ability to grow and succeed through the company.

What can companies do to attract the best talent?

As an employer, it Is very uncertain and difficult right now when trying to employ potential candidates.

1. Internal upskilling

Starting with the colleagues you have already who may be being headhunted by other companies, retaining the talent is a good option. Internal upskilling within your company Is a good way to ensure your employees stay. A company should complete development plans and offer potential progression routes. This will ensure they stay with you and get some further opportunities. Participating in regular 1-2-1 will show you care as an employer and can show appreciation for the work they do for the company.

By identifying great internal talent within your business and the steps above it can provide better productivity and a happier workforce.

2. Benefits and total rewards

Looking into rewards and benefits packages that you offer as a company can attract candidates as an incentive to join. Comparing it to what competitors are offering will ensure you have a good pitch to potential job seekers.

Using external benchmarking to ensure salaries and total rewards are competitive will make you stand out against potential competitors and for the job seekers.

Remember that holidays and salaries are not a benefit, they are a legal requirement.

3. Candidate experience

When trying to employ you have to move quickly as the job seekers have lots of choices right now. The first 100 days is the most important time when hiring, if the onboarding and training are wrong, the talent most likely won’t stay. Ensuring they have everything they need is vital for a smooth induction process.

Plan the hiring process and ensure the communication is excellent so the job seeker feels as though the business is organised.

Additional resources

Have a look at our Lunch and Learn with Enterprise Nation on attracting and retaining the best talent here. 

If you are interested in learning more why not join us at our HR Events.

For a free guide to rewards and benefits and what you could offer to your staff, or for any recruitment needs visit www.bhayanirecruitment.co.uk

For employment advice or for a free assessment contact us today