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In the recruitment process, it’s essential to streamline your approach and attract candidates who align with your company. By refining your recruitment strategy, you can ensure that candidates not only possess the necessary skills but also resonate with your organisation’s values and work environment.
Here are several key insights to keep in mind when recruiting in 2024 to align with the evolving needs and preferences of candidates:
Careers development
Recent research recognises the significant impact of internal mobility and career development opportunities on employee retention. Employees are more likely to stay with a company for extended periods when they have the chance to advance within the organisation, acquire additional qualifications, or work towards promotions. By actively supporting internal career progression, businesses not only foster loyalty and commitment but also nurture a motivated workforce. Highlighting these growth opportunities in job descriptions will attract prospective candidates and reinforce a culture of continuous learning and professional advancement.
Hybrid working
As a result of the pandemic and growing demands for flexible work arrangements, 83% of organisations now embrace hybrid working models. This approach allows employees to balance their workload effectively by splitting their time between in-office and remote work settings, accommodating individual preferences while optimising productivity. With this work style being highly valued by employees, employers are encouraged to mention within the job overview if hybrid working is currently available at the company and if the necessary resources and tools for staff to do so are provided.
Diversity and inclusivity
According to a study centred around diversity in the workplace, companies recognised for their commitment to diversity and inclusivity are statistically 35% more likely to outperform their competitors. Embracing diversity and inclusivity is beneficial for companies as it contributes to a more dynamic, innovative and resilient organisation, equipped to thrive. To remove any bias businesses can implement a ‘blind recruitment’ method, which consists of blacking out information such as name, age, and photos, and primarily focusing on details such as skillset, experiences and abilities.
Company culture
In the job search process, company culture emerges as the top priority for candidates when considering a potential employer. Effectively describing company culture ensures that businesses naturally attract candidates who align with their organisational ethos and values. When candidates perceive a strong cultural fit, they are more likely to be engaged, motivated, and eager to contribute positively to the workplace environment. Take this a step further by including soft skills within the job description which align with the company culture, such as collaboration and problem-solving, to captivate the ideal applicant.
Mental health and wellbeing support
Promoting mental health and wellbeing support in the recruitment process is essential, as today’s candidates increasingly seek employers committed to their overall health and wellness. Ways businesses can express support within recruitment include emphasising initiatives such as workshop sessions and one-to-one wellbeing meetings, and promoting a supportive culture to demonstrate dedication to employee wellness. After all, workplaces with high levels of mental wellbeing are more productive.
Highlight competitive salary and benefits
When creating a compelling job description, a must-have feature is transparency regarding salary and perks. Research reveals that 65% of candidates consider employee benefits a valuable factor when assessing job offers. To successfully attract applicants, businesses should avoid including generic benefits and set their company apart by including perks such as commuting reimbursements, remote working or health insurance.
