Your company needs to be able to attract and retain top talent if you expect to grow and scale in 2023. Hiring practices and onboarding processes of yesterday won’t necessarily be effective today. And the professionals you need to bring into your organization are going to be more careful about making career shifts. learning about job seekers wants and needs can give you a leg up on competition and put your job posts at the front of peoples wish lists.
Passive and active candidates alike have a new playbook for what they need from their employers. As well as what they will and won’t consider in company culture, benefits, pay, and growth potential. Improving your hiring strategies means understanding what job seekers want most in today’s employment landscape. Here is some of what hiring managers can expect from 2023’s candidate pools.
The DEIB Dynamic
Job seekers will be doing their homework on potential employers before they even apply. Companies that don’t have a visible and transparent position on diversity, equity, inclusion, and belonging, or DEIB, will likely be overlooked. Company inclusion is a top priority for candidates who are looking to elevate their careers with best-fit organizations. When your company provides relevant efforts and initiatives that support DEIB in the workplace, you can attract more top-quality candidates in 2023.
The 32-Hour Work Week
There are other trends rooted in surveys and job seeker feedback, including an emerging preference for a 32-hour work week. Forbes shared additional reasoning behind this more commonplace conversation, including an employee preference for less demanding work environments. Work-life balance is a big factor for professionals who are looking to make career changes. And while your company may not be fully prepared to adopt a shortened work week, you can be making improvements that prioritize a less stressful, less demanding work week.
Career Development and Growth Opportunities
Job seekers are looking for employment opportunities that also provide additional learning and growth. There is more value placed on a company that provides various paths for continuing education, professional development, and internal promotion. When crafting your job descriptions and benefits outlines, be sure to include career development initiatives and support your company has to offer as an incentive for job seekers interested in growth.
Tech, Software, and Modern Management Styles
When applicants interview for new positions, they’ll also be looking to identify whether or not the employer is a forward-thinking enterprise in growth mode. They won’t take the leap to join an organization that feels stagnant or is practicing outdated methods. As an employer looking to attract and retain top talent in 2023, be forthcoming about your company’s growth initiatives. Share new technologies or innovations your business has or plans to adopt. Modern management styles, including employee dashboards for HR and companywide suggestion channels, also signal to a potential hire that the company is employee-centric.
Remote and In-Office Flexibility
Be ready to have the interview conversations about remote work flexibilities. Job seekers don’t just prefer work-from-home or hybrid work environments; they’re growing to expect it in 2023. Of course, not every role within your organization can accommodate a remote work structure. However, when employees can work from a home office, it’s best to negotiate a flexible schedule accordingly.
Inspirational Company Culture
Most applicants won’t expect your company to offer bean bag lounge chairs and gaming stations like some of the entities in Silicon Valley do. However, an inspirational company culture is necessary for today’s hiring landscape. It’s not enough to develop a DEIB practice, either. Consider gathering feedback from your existing teams about what they love and maybe don’t love about coming to work. And follow up with your leadership teams about management styles that welcome new ideas, problem-solving, and reporting methods that employees can wholeheartedly get behind in their day-to-day work environments. Make sure your employees feel connected to the brand and know how they individually contribute to the success of the company. Those improvements will attract new candidates who want to be a part of your inspirational work environment.
Consider reviewing your current roster of employee benefits. Are there perks that aren’t being used? Are there incentives that no one seems motivated to get? Today’s job seekers are more precise about what they value as a company benefit. Beyond pay structure and time off, they’ll be looking for customized and more unique company perks, including those relating to:
- Financial Wellness
- Family-Friendly Benefits
- Affordable & All-Inclusive Healthcare
- Voluntary Benefits
Knowing what job seekers want from their employers in 2023 will help you better prepare to meet those emerging preferences and new standards. Consider these insights as you improve your hiring, onboarding, and retention strategies. And if you need a partner, who can help you change your approach to hiring, let ExactHire be your guide!
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