In this blog, we’re diving into what your potential candidates are valuing most when job hunting to help you further understand what makes your targeted talent tick.
Having this knowledge can result in improvement in overall recruitment processes and get you filling roles efficiently and successfully.
As a hiring manager or internal recruiter, you should be concerned with what your candidates value most when job hunting. Meeting expectations and preferences in the Data Science recruitment industries will attract top talent to your open roles, appealing to experienced professionals and expanding your talent pool. Recruitment costs are also extremely high, so understanding candidate values will assist in reducing turnover costs and save on further recruitment and training expenses.
Tapping into what potential talent is looking for when searching for a new job can also have the added benefits of delivering positive employer branding for your business and offering a competitive edge in the busy job market. A company with a positive reputation will no doubt attract quality candidates and standing out in the industry with a competitive advantage or two will help to bring in a highly skilled workforce.
Here are a few important aspects that could be negatively impacted if you fail to consider and address candidate values when crafting your next hiring campaign:
Let’s take a look at some of the key priorities and benefits that job seekers value most when it comes to deciding on companies they would like to work for.
Candidates actively seek out inclusive workplaces and highly value diversity, equality and inclusion as part of their daily working environment. Annie Jackson, Head of Talent Acquisition at Cleo stated in the Data Idols ‘Diversity and Inclusion in the Recruitment World’ event that using inclusive and non-gendered language in your job adverts and having a company diversity and inclusivity statement included in the description will show potential candidates that your business has a D&I strategy in place.
For example, offering recruitment accommodations for neurodiverse candidates, such as providing interview questions ahead of the interview itself or providing extra time to complete assessments, will appeal to a wider range of job applicants and attract a more diverse talent pool.
A vital element that candidates value highly is competitive compensation relative to the data industry. According to Reed, a huge 78% of potential applicants would be less likely to apply for a role if the salary was not stated on the job description or advert. So having the salary listed as simply ‘Competitive’ is bound to turn off many great candidates!
Transparency on salary should be clear in every role advertised to help manage candidate salary expectations from the very beginning of the recruitment pathway. This will also enable you to attract top-level candidates from within their field, be it senior-level Data Engineers or graduate Data Analysts, and ensure fairness to avoid wage gaps based on factors such as gender or race. Providing comprehensive, reliable information, such as the salary range, in the job description helps to build trust between you as an employer and your potential new hire.
During the interview process, salary progression opportunities may also be discussed or brought up by the candidates themselves, so you should be able to expand on the company approach to pay rises and bonuses if relevant. Being upfront about salaries in the first instance will also reduce the stress (and back-and-forth communication) of any pay negotiations later in the hiring process, helping you to fill roles more efficiently.
Now more than ever, achieving a good work-life balance is paramount to employee satisfaction and staff retention. In fact, according to recent research by StandOutCV, two-thirds of UK employees (66%) believe that work-life balance is “a crucial consideration when applying for a job”. In the ‘2023 Salary & Recruiting Trends’ report by Hays, it found that 56% of employees are now even willing to accept a lower wage in exchange for a better work-life balance.
In the modern age of work, this desired balance is often no longer considered a ‘perk’ in many industries and transparency on flexibility in working hours and details of work location (office-based, remote or hybrid) is a standard expectation within a job description for those seeking a new role.
Being unambiguous with your company’s approach to any flexible working or hybrid working expectations will go a long way to giving potential candidates confidence that they can reach their work-life balance goals. Having an attractive set of benefits, such as a mental health or wellbeing budget, private healthcare and/or core working hours with flexibility, will also show that the business is serious about employee happiness – resulting in higher retention rates and cost savings on recruitment!
As mentioned above, flexible working options are often a priority for candidates considering applying for roles, and this includes options for fully remote or hybrid working. Depending on the role, it may not be entirely necessary to have employees in the office environment five days a week. Since the pandemic, many businesses have been flexible with working-from-home practices, and employees have realised the benefits and convenience of this.
If it makes sense to your business, by offering remote or hybrid roles, you may also attract a wider talent pool as you won’t be restricted by location. Many job hunters prioritise this work location flexibility and it can greatly influence their decision to apply for a role.
Another significant factor is the overall company culture and values. An inclusive and positive work environment within a business whose values align with their own will appeal to candidates seeking a sense of belonging with their new employer. Industry standing, general reputation and ethical practices are crucial in communicating to potential candidates. It positively enhances brand reputation and perception to potential new job candidates, prompting brand trust.
From a business point of view, being transparent with your culture and values and actively demonstrating them where possible, is key to attracting top talent. A company with a positive culture that can show great teamwork, support for employee wellbeing plus opportunities for career growth, contributes to higher levels of employee satisfaction overall.
Career development opportunities are important to many job hunters as they seek career growth and information on possible skill development and training budgets available to them as employees. Those applying at all levels (junior, executive, senior) may be interested to learn more about the internal opportunities for advancement within the company. How often are appraisals given? Will there be chances of promotion within a certain time frame? Be prepared to outline a clear career progression route within their role by discussing at the interview the current structure of a team and potential areas for career growth.
Now is the perfect time to explore what your talent pool is looking for when it comes to their job search. It may be preferences on brand culture and values, career growth opportunities, competitive salaries, or a focus on work-life balance, or even a mix of all of these elements. Understanding these priorities will help drive your recruitment processes by attracting quality candidates, improving company’s reputation and, ultimately, keeping recruitment costs down.
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