In 2023, candidate attraction is expected to become a little more tricky. Despite reports of an upcoming recession, we're still looking at a candidate-driven market, so selling yourself and reaching new-hires where they are (rather than where you want them to be) is still key!
By 2025, Gen Y “millennials” will make up 75% of the global workforce. Statistically they're predominantly single. They are known as job shoppers and hoppers. Most have promotion and growth opportunities at the top of their shopping list. Flexible working arrangements were also right up there.
Candidate trends for 2023
You need to give the audience what they want. Make sure your advert gives them great insights and examples, but you must be able to demonstrate it. Candidates will see through empty claims, and worse, you may lose employees once they realise your advert doesn't meet reality!
Better adverts not more!Focus on promoting brand, employee benefits, and inclusivity. The salary needs to be stated and consider inflation and competition before doing so.
Embrace candidates’ desires for flexible and home working. Use hybrid working to make attracting candidates easier and your business operations more flexible.
Succession plan and facilitate more internal promotion, training and development. It will fill future gaps, and if word gets out it will attract external applicants looking for an employer that offers good promotion opportunities.
Pay attention to ‘chatter’ and reviews online about your company and working there. Positive actions in response to the points below may help lift an Organisation’s Glassdoor rating which will have a positive influence on the number and quality of applicants.
Equality, Diversity & Inclusion
Our Talent Intelligence Team found that 91% of applicants say an organisation’s policies and practices with regards to ED&I is an important factor in choosing to apply.
The British Dyslexia Association estimates up to 10% of UK adults have dyslexia to some degree; a sizeable chunk of the available candidate pool that will find it easier applying if these tools are available. Explain your practices, whether it's anonymised shortlisting, or guaranteed interviews for some.
Brands that recognise individuality, convey truth, back freedom of expression, and support meaningful causes will capture their attention. Don’t just point it out in adverts or on your website though. Embed it into your onboarding experience that encourages and supports the soon-to-be-employee to participate in any schemes, volunteering or fundraising.
Flexible working matters
Employment 4 Students tells us that Generation Z candidates are recently entering the marketplace’s entry-level positions. 72% prioritise flexible working when job seeking.
Promoting remote working and flexible working hours could see your applicant pool increase in size and quality. Numerous surveys and studies advise that Generation Z candidates will eschew full-time and office-based working.
A high-volume recruiter involved in front-line healthcare and customer-facing services recently found that full-time adverts yielding 0 applicants, almost immediately yielded 100 candidates when advertised as part-time/flexible hours.
Economic inactivity in the over-50s age group took a downturn in the pandemic, reversing the downward trend of the previous 10 years. 75% of them left work of their own accord, and the effect has only fuelled the already low numbers of available workers and increasing wages.
Flexible working could help tempt the over-50s back into work, along with well-thought benefits such as grandparent leave, medical cover and company social events. Of the 75% that left, many did so because of feeling undervalued.
Prioritise your workplace benefits
A recent study between employee benefits platform Ben and The Times surveyed workforces and found the top 3 most popular employee benefits were:
Remote working for office-based staff
Allowances/subsidies for training, health and wellbeing
When surveying remote workers, the top 3 things they desire in terms of benefits from their employer are:
But there's one important benefit and selling point to consider - Succession Planning. If you have a rigorous process in place to facilitate more internal promotion, training and development.
It will fill future gaps, and if word gets out it will attract external applicants looking for an employer that offers good promotion opportunities. In turn it will boost your social rating on the likes of Glassdoor - which loops us back to where we started!