The world in 2022 is a different place compared to two years ago. That collective trauma changed people from within and how they interact with the external environment.
The continuous fear of getting infected, social distancing, and lockdowns have all caused an impact on mental health, across all demographics. Remote work has also shown that people can work in different environments efficiently.
These factors have all changed job seekers’ expectations. They know that they can have more and aren’t settling for jobs that don’t correspond to their needs and requirements.
Nowadays, HR professionals must perceive their job openings as products and sell them. For a long time, candidates tried to sell their job applications and convince employers that they were the best choice.
But the selection process has become a two-way street. Companies no longer have the control and ability to pick the best job applicant in a talent pool of highly qualified professionals.
The number of compatible candidates is shrinking, and employers don’t have the luxury of choosing whoever they want anymore. Because of that, many hire less qualified people and those who don’t meet the job criteria.
According to U.S. Labor statistics, the global talent shortage already amounts to 40 million skilled workers worldwide. However, that number could reach 85.2 million employees by 2030.
As a result, companies worldwide risk losing billions in revenue. But many organizations are already experiencing talent shortages or expect it in the years to come.
That puts job seekers in a privileged position and enables them to choose. Because of that, recruiters should brace themselves for a challenging year attracting top talents. They should prepare by learning what job seekers want and addressing their needs.
Recruiters No Longer Face the Same Candidates They Did in 2019
The pandemic has changed what candidates expect and why they no longer have the same approach towards employment as before the pandemic. Here’s what happened.
Exacerbated Inequalities
The pandemic wasn’t fair to anyone. It caused fear, grief, and depression.
However, some groups were hit harder than others because they had a more challenging head start in life or faced discrimination and exclusion even before COVID-19.
For instance, Reuters reported that black workers, women, and those in low-paying jobs were more likely to lose their jobs during the pandemic. They also struggled with higher health risks if they continued working.
Sadly, these groups of people were pushed out of the labor market at faster rates. That means that the pandemic exposed and exacerbated existing inequalities simultaneously.
According to the Global Monitor of COVID-19’s Impact on Democracy and Human Rights, numerous democratic violations occurred in the past two years but were justified as necessary to curb coronavirus infections. More evidence is now available that society and relevant organizations neglected mental health and human rights during the pandemic.
That made people more vulnerable to the all-encompassing medical, economic, and social shock.
It’s no surprise that job seekers today refuse to spend their years on low-wage jobs or settle for a vacancy that doesn’t match their requirements. Equity has entered the labor market, and candidates expect the same standards employers expect from them.
Longer Work Hours
Remote work started as a stellar solution to lockdowns and social distancing. Employees loved it in the beginning and appreciated the flexibility.
But after some time, telework started resembling office work due to the long work hours. As a result, teleworkers became dissatisfied and struggled to maintain a work-life balance.
People worldwide worked longer hours, but those working from had had it worst. That means that remote work solved some problems and created others.
But workers want employers to try harder and identify resolutions that benefit both parties. Otherwise, they will likely look elsewhere, striving for jobs that don’t disrupt their well-being.
Remote Work
Telework caused other issues besides longer work hours. Many employees weren’t ready for this change and favored in-person work.
Not every company had the necessary policies in place either. Instead, they implemented work from home as an emergency response.
As a result, the shift to remote work wasn’t gradual nor smooth. It’s no wonder employees were often overwhelmed and handling an excessive workload.
For example, 45 percent attended more meetings during the pandemic than when working in the office, and 40 percent were mentally exhausted from video calls. Besides, remote workers often feel disconnected and isolated from their team.
That isn’t to say that most people would prefer to return to offices. However, they want a better and more thought-out approach to telework and hybrid work.
Employers’ Lack of Trust and Monitoring Tools
According to the Ricoh Europe Study, two-thirds of bosses don’t trust employees to work remotely. For example, 78 percent of employers use monitoring tools to track performance and online activity.
Physical distance and remote work are new for many companies, explaining the lack of trust. But many managers started developing an unreasonable expectation that their team members should be available at all times.
As a result, workers are insecure and struggle with increased job-related stress and disrupted work-life balance. They now seek companies that will nurture their wellness and trust them to work remotely without monitoring.
Increased Number of Available Vacancies
Studies by EMSI Burning Glass and Eightfold have shown there are nearly 17 million open positions in the US. Therefore, almost one in nine jobs are vacant.
But there are not enough people to fill these vacancies. Baby Boomers have been retiring in the past ten years, but younger generations aren’t so keen on snatching jobs that don’t meet their criteria.
Health Comes First
The pandemic has reminded us how fragile health is. People are no longer willing to live for work only and neglect their wellness to climb the ladders.
Because of that, traditional perks and benefits will hardly be enough to attract qualified job seekers. Employers should also emphasize company culture, competitive salaries, and career growth opportunities.
Top 7 Reasons For Recruiters To Pay Attention When Hiring
1. The Great Resignation as a Source of Candidate Empowerment
According to the study published in the Academy of Management Journal back in 2009, one employee quitting their job can inspire others to do the same if they lack a connection with their workplace. Nearly 35 million Americans resigned in 2021 and inspired people worldwide to follow their steps.
It’s no surprise that many employees have been found to consider leaving their jobs this year, further driving the Great Resignation. After all, this workforce phenomenon empowers people to try their luck and look for employers who can meet their criteria.
They are also not afraid of what happens after because many employees quit their jobs. Recruiters could find it challenging to engage candidates and convince them they are the right choice.
Job seekers want to see evidence that employers will treat them well, protect their health, and provide professional development opportunities. They are now more confident in their right to have higher expectations, and people joining the Great Resignation show them to avoid settling for less than they want.
2. Job Seekers Are Now More Selective
The number of job openings is increasing and outnumbering job applicants. That gives job seekers leverage in a fierce competition for talent.
They can choose among multiple vacancies and likely stand out because recruiters struggle with a talent shortage. Job applicants are becoming more selective, and many apply only for jobs that meet their requirements.
However, they also expect a better and more well-rounded selection process, including regular communication and updates. For instance, job seekers will likely leave an unfavorable review if a recruiter ghosts them, and they may also struggle with depression.
That could cause more trouble for a company because most candidates avoid working with employers with a negative reputation. Hence, recruiters should pay attention to every aspect of the recruitment process, including providing closure on the selection results.
3. Flexibility and Work from Home Requirements
Although many employees think that telework and hybrid work need tweaks, most would never trade them for office work. They love flexible schedules, and expect to work from home at least three days per week after the pandemic.
Some employees would take a ten percent pay cut, for instance, to work remotely all the time. Therefore, job seekers aren’t keen on going back to traditional nine-to-five schedules and work environments.
They are more productive working remotely and can manage their personal time better. Thus, if implemented well, telework reduces micromanagement and stress levels.
4. Job Applicants Want Regular Updates and Fast Replies
Candidates are likely to discourage their friends and acquaintances from applying for a job opening in a company that treated them poorly during the selection process. However, recruiters who are overwhelmed with tasks, can easily overlook the fact that regular communication is crucial to counter this.
It has a tremendous effect on candidate experience, and a lack of it can affect the reputation of employers. Most candidates understand that HR professionals must handle substantial pressure and evaluate numerous job applications.
However, they believe that’s not enough to justify not sending updates. No one likes when others ignore them and leave them without closure.
It’s no surprise candidates expect recruiters to let them know if they chose someone else for the position. Even a template email or automated message is better than no updates.
Companies should maintain ongoing communication with job applicants to boost engagement. Otherwise, they risk candidates dropping the pipeline and sharing their negative experiences with others.
5. Candidates Want Well-Rounded Wellness Programs
The COVID-19 crisis made wellness programs non-negotiable. As a result, many candidates would decline a job offer if the company didn’t have policies that foster employee well-being.
They want to know that their future employer will support them and provide the necessary tools and help to navigate the post-pandemic world and prevent burnout. Job seekers hope to work with companies that have well-rounded programs that include mental health awareness, financial wellness, and developing resilience.
Offering these initiatives would make it easier for recruiters to attract top talents. But comprehensive well-being programs are also crucial for employee retention.
6. Job Applicants Want Employers to Treat Them as Equals
Candidates want fair and inclusive treatment from recruiters and employers. They don’t want companies to perceive them as subjects that get things done.
Instead, job seekers want equity, respectful communication, and salaries that align with the cost of living. They know their value and how they can contribute to a company.
Because of that, candidates will likely lose interest in proceeding with their job applications if employers treat them poorly or disregard their expectations.
7. The Arrival of a Tech-Savvy Generation – Gen-Z
Generation Z (born 1997-2015) is entering the workforce and making positive waves. They have distinctive political views, fight for human rights, and are highly pragmatic.
Thus, Gen-Z grew up surrounded by technology innovation and is tech-savvy. They want to work with companies that invest in tech tools and provide a stellar candidate process.
This generation also wants employers to take a stance on social justice and leverage their influence to make positive changes in the world. Therefore, they will likely not work with companies that don’t share their values and viewpoints.
How to Provide a Stellar Candidate Experience
An attentive and well-rounded candidate experience is essential for attracting and retaining top talents. Follow the tips below to create it.
Write Clear and Well-Targeted Job Descriptions
A good candidate experience starts with easy-to-understand and informative job descriptions. Job seekers should understand the job requirements, expectations, and benefits.
Provide salary information and disclose details that could affect their decision-making. Use the language that speaks to your target audience but avoid cliches and exclusive wording.
Enhance Your Career Site
Your career site is the first contact many job seekers have with your company. It affects their first impression and influences whether they will send their resume.
Because of that, your career site should be up-to-date, visually attractive, easy-to-navigate, and without glitches and slow loading time. Provide the necessary information and categories that make it easy for candidates to find relevant data.
Ensure a top-notch UX/UI to maximize efficiency. Use templates and colors that highlight your company branding to make your career site look more professional.
Clarify Candidate Doubts Around the Recruitment Process
Job seekers should know how the recruitment process will unfold. Use your career site, social media, and job description to clarify what they should expect and how to prepare themselves for the interview.
Guide your job applicants and reveal when they will receive the first updates, what you look for in a candidate, and when they will have the first results.
Make it Easy to Apply for Job Openings
Explaining the hiring timeline and steps are one part of making the job application process smooth. However, you should also ensure a user-friendly process that takes less than a few minutes to apply.
For example, make it possible to send a resume directly from the job board or social media. Candidates often lose patience if they must switch multiple platforms and submit various documents to send their job applications.
Avoid long forms and questionnaires because they are time-consuming. Job seekers have more possibilities to choose their employer today. But they are not likely to opt for the one who made them spend 20 minutes sending their resume.
Be Respectful
Treat every candidate respectfully and respect their time. Answer their messages and clear out their doubts.
Show your professionalism but foster a friendly approach. After all, you were once in a candidate position, applying for jobs, and struggling with job-hunting anxiety.
Acknowledge their expectations, fears, and needs. That way, you build trust and connection, which is necessary after a candidate becomes your employee.
Foster Ongoing Communication
Communicate regularly and avoid ignoring or leaving candidates' messages for tomorrow. Lack of updates and follow-ups can affect candidate satisfaction and make the selection process more stressful than it already is.
Provide Constructive Feedback
Provide constructive feedback after the selection process and let the candidates know how they can improve and tweak their job applications. That gives them the necessary closure and helps them avoid repeating the same mistakes that could prevent them from landing another job in the future.
Ensure Comprehensive Onboarding
Onboarding is an equally essential stage as interviews. Make it thorough, efficient, and informative.
Prepare new employees for their job roles and provide training that helps them complete their tasks without hassle. Also, encourage their coworkers and mentors to welcome them to the workplace and make their integration seamless.
The pandemic caused challenges and helped accelerate trends that changed the expectations of job seekers. As a result, they want more from workplaces and employers and will choose the job that meets their criteria.
The number of vacancies has increased, but talent shortages are still rampant. That means that job seekers can be more selective about their future employers.
Although that imposes higher standards and requirements on recruiters, a stellar candidate experience is still the ultimate factor that affects their decision-making. HR professionals can ensure a seamless selection process and nurture ongoing communication with efficient tech tools.
Manatal’s ATS includes comprehensive features that streamline recruitment and make it easier to attract and retain job applicants in the post-pandemic world. But don’t trust us on our word.
Try it yourself instead! Start your 14-day Free Trial now and win the talent war.
.png)
.webp)
.webp){kind=logo}
.webp)
.png){kind=small}
