It’s not about bending over backwards to try and keep your candidates, it’s about understanding their lifestyle and whether you as an employer are offering the right opportunities for them. There are many types of candidate and the clearer an employer can be about the workplace and the workplace culture, the more informed the candidate will be to make the right choice.
Longing for loyalty
The priorities and concerns candidates have about employers are changing. Money is no longer the top priority for some. The deciding factor for one candidate could be whether you are able to offer flexible working hours, so they can have a family. For some it could be the opportunities for in-house promotions and training as they are looking to further their skills.
For this point, I would like to refer to the phrase we used in a previous post: “What if we train them and they leave? What If we don’t and they stay?” This refers to investing in your people as a way for the employer to invest in themselves. If you value your employees, listen to them and show loyalty, the right candidate will show this back to you. This isn’t to say an employer needs to kneel before the candidate and constantly praise them, it’s about equality. If the employer is making efforts to ensure their employees are happy, the employee should invest equal energy back into the employer.
Others will look at your company’s impact on the world.
A 2019 Deloitte Millennial survey found that there is “an image problem with business leaders. Only 37 percent of millennials believe business leaders make a positive impact on the world, and more than a quarter said they don’t trust business leaders as sources of reliable and accurate information.”
So how can you best showcase what the candidate can expect from working for you?
To keep your candidate in a candidate driven market, be clear what the job offers in terms of a lifestyle the candidate will be able to lead. Be clear and open in job advertisements about the types of people that would suit working for you. An employer who matches that will have a big bank of happy candidates. Candidates want to know they are working for like-minded people who share the same vision. Just as the employer wants to know they are hiring staff who share their vision and work ethos.
Transparency and honesty are key
Take finding your Friday night dinner spot as an example. Whenever someone is looking for information about a restaurant, they are more likely to eat at places with a great website and showcases the food honestly. The same goes for an employer. We live in a digital age, where you as an employer can be scrutinised or praised on websites such as Glassdoor, Work Advisor or The Job Crowd. Although some reviews are written in a fit of rage rather than understanding, there could be some valuable lessons to learn about your workplace.
What else can I do?
Keep in contact and keep it personal. Rather than focusing on getting hundreds of CVs through the door, focus on fewer and give them the time they deserve. That will make you stand out from the rest. Otherwise that perfect candidate may go to another opportunity, because you didn’t move quick enough.
A good understanding of each other will ensure the right things are said and the right decisions are made.
So I ask you, who are you and are there changes to be made to meet the demands of the ever changing world?
Understanding an individual throughout their career as they change and progress, will not only make your recruiting decisions more informed, but also avoids the risk of missing out on the right candidate. In 2019, a job is rarely for life – people don’t stay in jobs for 20 or 30 or even 50 years anymore. The average, depending on the industry, is around 2.5 years until they move onto the next opportunity.
Why might they do this?
First, it could be the need for more flexibility in working hours. The pressures felt to succeed in all aspects of life, including job, family and friends means workers are having to juggle a lot in any given week. High turnover could be due to lack of flexibility from the employer.
Stability and job opportunities. I recently wrote a blog article about unemployment rates being at an all-time low. This means people are often looking for their next opportunity because for the first time in a long time, there is stability and work available. Instead of thinking about why has this candidate worked at so many places, maybe ask yourself, why haven’t my workforce been staying with us?
Demographic. It’s not always concerning for candidates in the earlier stages of their career to change jobs more frequently. They are navigating the job market and trying to find their passion or where their skillset is best suited.
Job hopping rates vary depending on the sector and industry. In hospitality it may be more frequent than say an engineering role. This is because progression in hospitality can be between businesses, whereas with engineering there is more in-house promotions available.
Their priorities have changed. Before blaming the younger generation for not being reliable and changing jobs more frequently look at the flip side. Is it your workplace culture? The job advertisement not being entirely reflective of the role and the company? There should be an equal partnership, the employee gives as much as the employer gives them.
“Giving your employees more control over how they do things can make a huge difference to employee performance, productivity and commitment.” Investors in People
So what should we think about this trend?
On the one hand, this trend can ensure you always have the right staff with the right skillset by your side. Especially since your business will change and some of the skills and experience you need to run a successful business today, may not be relevant in 5 years’ time. One of the key drivers in this is the rate at which digital technologies are developing and subsequently finding the candidates who know how to work with them.
The other side is creating a company culture, which breeds loyalty and a sense of support. If your staff turnover is high, it is harder to create a nurturing environment as workers are constantly having to create new workplace dynamics. This could get in the way of productivity as there are no strong bonds or working relationships established.
So although hiring someone new will fill the skillset gap, why not upskill the team you have, alongside hiring? The ones who have shared your company vision, seen it grow and know it inside out. Finding that balance between hiring fresh faces and embracing the talent you already have is key to securing your company’s development.
But to capitalise on this way of working, you’ll need to invest time not only into finding candidates but making sure your organisation, business or company are a desirable place to work.