What Candidates Want
Since the invasion of generation Y in the workplace, companies now more than ever need to start thinking about what makes them stand out from the crowd and how to be the best choice for a fussy candidate market. By listening to what candidates are looking for when joining a new company could make all difference in ensuring you secure the best talent!
Looking for a job can be a complicated task, candidates are not only looking at the job spec and company website to decide their next move, its all about the full package being offered. I’ve been talking to my high demand candidates and here are the top 5 factors they consider to be most important to their job search …
Location, location, location– its usually one of the first things a candidate will consider when looking into new opportunities, if this is a factor your company is lacking try and be accommodating, do you offer flexible working hours/location? If so make it obvious on your job spec or website, you would be surprised what a day working from home can do to a person!
Personal development– the common question asked in interviews ‘where can you see me going in this role and company?’ is one candidates take very seriously, and could be a huge deciding factor when weighing up more than one job offer on the table. Make sure you have a clear development plan ready for each individual when considering them for a role include factors such as training, promotion timelines, mentoring opportunities, personal study leave and courses/ seminars.
Company with benefits– if you have a benefit scheme that you think is ridiculously good, shout about it! Include a few top points on your job spec or if working with recruiters let them know the points you are particularly proud about whether it’s a pension scheme, private health care or free doughnuts on a Thursday- let your candidates know! In a competitive market it’s important to let candidates know what you can offer, a free gym membership can do wonders…
The big picture– your company’s vision is a particularly important point to raise when talking to candidates especially if you are a relatively small or start up company, top talent candidates will want to know your immediate and future plans, how they fit into these plans and how you are currently achieving your goals. There is nothing more positive than a candidate leaving an interview feeling excited and eager to be part of your company’s future.
Future friends– on average we spend 42 hours a week with the same group of people- sharing work trivia, bright ideas and the complex but oh so important what shall I have for lunch debate, so its pretty important we like or at least get on with these people! When inviting candidates in for an interview, allocate some time for them to meet a few employees. This will allow candidates to ask more personal questions and to gage a better idea of your company culture.
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