Decline in Hybrid Working
Naturally, 2020 & 2021 saw a rise in flexible working, with hybrid options making returning to work after lockdown more manageable, Over the course of 2023 we have seen offers of hybrid and flexible working decline, businesses, led by Google, Apple, and Meta, are looking to bring employees back into the offices, generally 4 or 5 days a week.
However, 2024 will see the UK amend the Employment Relations (Flexible Working) Act which allows employees to request changes to their work patterns twice a year - if asked for flexible working, the employer needs to give fair consideration to the request – see more here: https://www.gov.uk/flexible-working
Whilst fully remote roles do broaden the candidate pool, meaning you can attract talent from anywhere in the world, productivity, collaboration and company culture can all suffer, and the remote worker, may never truly feel part of the brand/business.
Candidate Experience
All too often, candidates come to us with a list of companies they don’t wish to work for due to a disappointing candidate experience, crafting this candidate experience can be key to attracting the best talent, and using an agency to represent you can be a huge help.
The candidate experience begins at the Job Advert; the applicant should feel you are displaying realistic expectations from the first communication. Two way conversations are key, communicate what are you looking for and take time to find out if this is a match to the candidate drivers. Explaining early on, and sticking to an interview timeline and procedure is super important, meaning candidates can plan their time and should they need to book leave, they can do this with sufficient notice. Follow up; Feedback and Transparency will always be the most important aspect of the journey. This is the lasting impression left with the unsuccessful applicant and although they haven’t been right for this role, on this occasion, as they grow, learn and develop, this may change.
It’s important that candidates with an interest in your brand have a positive experience it is as important as benefits and culture, this builds a strong employer brand which in turn attracts top talent.
Candidate Engagement
Its long been true, for senior level roles, headhunting from the passive market is key. The superstar you are looking for, is most likely working in a similar role currently. There has been a shift over the course of 2023, meaning more and more entry level roles are filled by engaging with passive candidates. Junior to mid-level candidates expect to be pursued, encouraged and valued just as much as their senior colleagues. And they will hold out for salary lifts, and added benefits.
Pay Transparency
With increasing calls to widen transparency around pay, companies may be required by law, to provide a pay range on job adverts. This does give the applicant a better understanding of the role and how it fits their expectations, and it is proven to attract more applications, but it does mean you need to have a clear internal structure and pay grade per role.
It’s also likely we will face policies prohibiting employers/agencies from requesting salary history & current wage details. The industry will need to align on salaries and structure, to attract talent.
If you are planning to recruit in the coming year, talk to us about your needs. We can work with you to understand your team needs, work on a comprehensive job spec and establish a strategy and timeline for the recruitment, ensuring you get the right person in a schedule that fits with business plans.