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Recruiters may need to focus directly on those things job seekers want most.
Not unlike the sellers’ and buyers’ markets that set the tone in real estate, industry has its periods when the advantage shifts from employer to job seeker and vice versa. From quiet quitting to the great resignation, a number of phenomena permeated various industries in recent years.
The U.S. Bureau of Labor Statistics notes that the job market grew by 107,756 jobs in recent years. That was a positive sign after years of uncertainty stemming from the COVID-19 pandemic. There are plenty of optimists who believe this level of job growth can sustain throughout 2023. That’s good news as long as there are workers to fill the positions.
Employers might discover that applicants are not so easy to find, as more openings means job seekers can bemoreselectiveaboutwhich jobs they apply to and ultimately accept. That means recruiters may need to focus directly on those things job seekers want most.
Remote work
The global pandemic helped seal the deal on how companies could pivot to fulltime or hybrid remote work with nary a blip on the operational radar. Advancements in technology have made it possible for workers from all over the globe to seamlessly function with one another without having to share the same physical space. While some corporations have been hold-outs, preferring to maintain a physical staff, others have learned that embracing remote work enables them to reduce overhead costs and attract applicants from all over—notjusttheimmediate vicinity. Highlighting remote working opportunities can attract a greater number of applicants.
Alternate work schedule
Flexibility in scheduling also can be a perk employers may want to highlight in their job listings. According toLinkedIn,manycompanies are now focusing on adopting a more flexible work schedule that goes beyond the traditional 9 to 5. Allowing workers the freedom to choose their hours as long as the work is getting done can be a major draw for applicants.
Open communication Employers who stand behind mottos to be open to employees’ needs and willing to communicate and negotiate could attract and retain quality staff. “Quiet quitting” emerged when workers took work-life balance into their own hands rather than going to employers with issues — perhaps fearing retaliation or less-than-supportive outcomes. According to Forbes, progressive employers can emphasize workplace communication and help employees set healthy boundaries.
Continued education Experts note that there is a growing shortage of professionals available, particularly in the trades. College education and white-collar work was once touted as the preferential next steps after high school. Technical and trade employers can put together benefits packages that include paying for a portion of the classes or certifications needed for key jobs in the trades — opening up possibilities toanewdemographic.
Attracting qualified candidates in this employee-advantaged job market means catering to what applicants desire most in a job.
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