After a difficult 18 months, the job market is flourishing again. Searches for job sites and CV templates are rising and candidates are looking for specific benefits, with remote working being a priority for many. As employers compete to attract the top candidates, how can they make sure their positions stand out?
Research from our 2022 Wellbeing Trends report suggests that workers are expecting more than just a standard salary and benefits package. With the pandemic giving us cause to consider what’s really important in life, candidates are now looking for work which aligns with their own values and worldview.
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Post-pandemic priorities
Many of us are emerging from the pandemic with new priorities, and candidates are looking to find their own sense of purpose in the work they do. Job seekers are looking to connect with potential employers through shared values, and HR leaders can use this opportunity to improve company culture and build their brand.
On top of salary, pensions and other benefits, job seekers and employees are increasingly asking “is this a good fit for me?”.
Defining your purpose as an employer
Employers can attract these values-driven candidates by putting their company vision front and centre. This may include core benefits such as hybrid and flexible working, but it’s ultimately about culture.
The most engaged employees are those who are a good fit not only in terms of skills and experience, but also in their contribution to your wider purpose. With the candidate-driven market looking set to continue into 2022, now is a great time to fine tune your approach.
The first step is to revisit your company values and build your employer brand. Remember that while appealing to these new priorities is important, it must be done authentically. Flexing your values in an attempt to appeal to every candidate will dilute your message, making it more difficult to find the right people.
How to communicate your values when recruiting
A well-written job advert will help you to find candidates whose priorities align with your own. A few points to consider might include:
- What do you expect of your employees?
- What can they expect from you?
- How are you prioritising diversity, equity and inclusion in the workplace?
- How will their work contribute towards your wider purpose and long-term goals?
- How does your culture support them in this?
- How is corporate social responsibility reflected in your business?
In a fast-moving job market, clearly communicated values could be the deciding factor between two competing offers. In light of this shift in priorities, hiring managers must recognise that employees want to be appreciated for who they are as well as what they do.
More advice from our latest report
Our Wellbeing Trends report reveals how workplaces are changing as we enter 2022, including employee expectations around hybrid working, mental health support and sustainability.
The report uses data from Google search trends, the ONS and our exclusive workplace surveys to give employers a head start on wellbeing for the coming year.
