What candidates want

It is a candidates’ market and many of my clients are struggling to recruit.  Employers are competing for talent like never before.  The impression you create is more important than ever.  A stable and attractive working environment will also help retain your existing team.


Culture and reputation

Potential employees will look at your reputation.  Diversity, inclusion and stability matter. Think about how you come across at an interview. Are you welcoming, organised, professional and enthusiastic about your business? Do you have a wellbeing programme? Are you demonstrating that you care about your employees? Is your recruitment process straightforward and efficient?   Good candidates may have several offers.  What makes them choose you?

The importance of a good benefits package

In challenging financial times, a good benefits package can make all the difference.  Extra holiday is a popular benefit.  How about a day off for their birthday?

Also think about health cash plans, medical insurance, gym membership, season ticket loans, critical illness cover and private medical insurance.  Could you offer staff discounts? Do you contribute financially to staff social events?

Additional benefits don’t have to cost a lot but can be very attractive.

Career Prospects

Good candidates want to know what they can expect from a career with you.  Explain the opportunities for learning, development and progression during the interview process.

Regular appraisals and one-to-ones are great. You can use them to find out what your employee’s ambitions are and how you can support them. Are you giving enough feedback? Do you offer mentoring? Does your training strategy need an overhaul? Many workers will jump ship for better growth opportunities elsewhere.

Attractive salary

Many job adverts do not include salary information. Employers assume this will widen the pool of applicants.  In fact, it can have the opposite effect.  In a tough recruitment market, the information you provide matters.

Employees are looking for fair financial compensation for their work.  If your vacancy doesn’t offer that then you are likely to miss out on good candidates.  If your employees don’t receive a fair wage, your turnover is likely to be high.  There are plenty of other opportunities for workers.


Many employees are looking an employer that encourages a good work-life balance.  This can mean remote options, such as hybrid working.

The length and cost of commute is also an important issue for employees. Workers have been used to spending more time with family in recent years.  They have realised what they’ve been missing and are reluctant to give that up.

Not all jobs lend themselves to homeworking so employers need to be creative when offering flexibility, for example term time working or shift swaps. Some employers currently trialling 4-day weeks.

Many employees no longer wish to work awkward shifts missing out on family time.  This can partly account for difficulties airlines and airports are having with recruiting staff.  Is there anything you can reasonably do to change unpopular shift patterns?

The world has shifted following the pandemic and candidate expectations have changed.  It is time to reconsider what you can offer.

If you would like to discuss this further, please contact me.

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