Hiring Managers' Challenges
Create job alert
2025 Employment Report
Register with us
Outsourced HR Solutions
In recent months, the recruitment industry, now more than ever, is a job seeker market. They are in the driver’s seat! What a difference a year can make in an ever evolving Covid-19 hiring landscape. In 2020, hiring managers had their choice of talent with job advertisements constantly receiving over 150 applications.
As I write today, 16 months into the pandemic in August 2021, Sydney is experiencing its longest lockdown to date. Job seekers are approaching the job market with a sense of caution, wary to leave a permanent job to look for opportunities and risk uncertainty with a new employer.
So, what does this mean for hiring managers?
An understanding of what is now important for the job seeker considering their vacancies and the benefits these same job seekers desire and what matters most!
In people2people’s 2021 market report, we highlighted that pre-covid, location, salary and career development were most important to job seekers. While these are still important, the landscape has changed. Flexible work options, training & development, as well as physical & mental health and wellness programs top the list of most important benefits.
When it comes to non-financial benefits, 77% of respondents want flexible working options, 71% want training and learning opportunities, and 47% would like health and wellness programs.
Joining the list of benefits, as a result of Covid-19 and increased work from home, is a budget for home office supplies, birthday leave and increased annual/parental leave options.
As recruiters, we’re seeing more counter offers being accepted by job applicants with their employer, rather than accepting a new employment opportunity. This is a result of job seekers searching for a sense of security during uncertain times. Constant lock downs make it extremely difficult for people to venture out and expand their employment horizons. Nurturing a career path with their current employer rather than to take a leap to a new job is tempting for many job seekers.
Today talent has choice! Within the past month, I had interviewed a job seeker who had not one, not two, but three job offers she was considering! All the same salary, but offering different non-financial benefits. While just in the week I write this, a job seekers declined the offer of a new role which offered a higher salary, the ability to work with new systems and in a new industry. The offer the job seeker did accept, was for another job which offered flexible working arrangements and the ability to work from home, several days a week.
Hiring Managers are realizing how to understand how today’s talent thinks. They need to be aware that salary isn’t the only benefit these job seekers are considering, especially with so many options in the job market.
What benefits are important to you? Please feel free to comment below as I’d love to have an ongoing conversation, to help decision makers.
Recent Insights
In today's rapidly changing world, the call for environmental responsibility is louder than ever. With climate change looming as a critical global challenge, businesses are increasingly under pressure to play their part in mitigating its effects. One of the most significant ways they can contribute is by taking accountability for their sustainability practices, particularly in reducing carbon emissions.
In today's rapidly evolving landscape, automation is reshaping industries and transforming the way we work. While automation offers numerous benefits, including increased efficiency and productivity, it also presents challenges and uncertainties for the workforce. Understanding the opportunities and challenges of automation on employment is crucial for individuals and organizations alike as we navigate the future of work.
In recent years, the rise of remote work has revolutionized the way companies approach recruitment. With advancements in technology and a growing acceptance of virtual communication tools, many organizations are now embracing remote recruitment strategies to attract and hire top talent. In this blog post, we'll explore how companies are adapting to virtual hiring processes and the strategies they're employing to succeed in this new era of recruitment. One of the key challenges of remote recruitment is creating meaningful connections with candidates without the benefit of face-to-face interactions. To overcome this obstacle, companies are leveraging video conferencing platforms to conduct virtual interviews and assessments. These tools allow recruiters to assess candidates' communication skills, professionalism, and cultural fit, all while providing a more personal touch than traditional phone interviews. In addition to video interviews, companies are also utilizing virtual recruitment events to engage with candidates and showcase their employer brand. Virtual career fairs, networking sessions, and informational webinars allow companies to connect with a broader pool of candidates regardless of geographic location. By hosting these events online, companies can reach candidates who may not have been able to attend in-person events, thereby expanding their talent pool and increasing diversity. Another important aspect of remote recruitment is the use of technology to streamline the hiring process. Applicant tracking systems (ATS) and recruitment software help companies manage job postings, track candidate applications, and collaborate with hiring teams more efficiently. These tools automate repetitive tasks, such as resume screening and scheduling interviews, freeing up recruiters to focus on building relationships with candidates and making strategic hiring decisions. Furthermore, companies are investing in employer branding initiatives to differentiate themselves in a competitive talent market. Through social media, company blogs, and virtual office tours, organizations can showcase their company culture, values, and employee benefits to prospective candidates. By highlighting their unique selling points and demonstrating their commitment to employee satisfaction, companies can attract top talent and create a positive candidate experience. Finally, remote recruitment requires a strong emphasis on communication and collaboration among hiring teams. With team members working from different locations, it's essential to establish clear channels of communication and set expectations for roles and responsibilities. Regular check-ins, status updates, and feedback sessions ensure that everyone is aligned and working towards common hiring goals. In conclusion, remote recruitment strategies are becoming increasingly essential for companies looking to stay competitive in today's digital age. By embracing virtual hiring processes, leveraging technology, and prioritizing communication and collaboration, organizations can attract and hire top talent regardless of geographic location. As remote work continues to evolve, companies that adapt and innovate in their recruitment strategies will be best positioned to succeed in the future of work.