Even though jobs are in high demand and it’s often difficult for people to be able to find a job this doesn’t mean that candidates aren’t selective about what they look for in a job. An increase in online resources means that it is easier than ever for candidates to compare companies as well as any extras that they might offer.
Below we will see what do candidates look for in a job:
Many candidates, the company’s past is as much important as its present. A good reputation and track record has a great appeal after all “success breeds success”.
As well as competitive pay and a degree of flexibility, offering an attractive benefits package is another thing most candidates look for. Companies offering generous contributions to pension schemes, as well as a sizable amount of annual leave, to be looked on more favorably.
Most office-based jobs now involve the use of a computer, at the very least and as such some candidates might be interested in the technology used and provided by the company. Stipulating whether the organisation provides laptops and smartphones to allow remote working is something that may interest potential employees.
While the past plays a part in a candidate’s opinion, they are also often influenced by future prospects – both their own and the company’s. The company’s business strategy can be telling and most candidates will like to see that it’s viable and if the organisation is well-positioned for the future, as this can act as a sign of job security and career progression.
Benefits surrounding health and well being are becoming increasingly popular, whether in the form of gym memberships, healthcare schemes or childcare vouchers, for example. Providing such benefits are appealing to prospective employees, but the company also reaps the rewards as a healthy and happy workforce tend to be more committed and effective.
Finding a work-life balance is important and many candidates are looking for an organization that promotes this idea. Flexible working hours is a massively popular incentive in a job and workplaces that offer this. It create an employee-centric feel, where staff feel like they are valued, trusted and are recognized for having a life beyond the office.
On top of pay and benefits many employees like to know they are likely to be rewarded for meeting or exceeding their potential. While offering a bonus isn’t something every company is able to offer, other rewards such as team away days, company social events or even allowing early finishes on Fridays can be enough of an incentive for candidates.
A good location can be very attractive to prospective employees, with good transport links also being a factor. With improving technology, an increasing number of candidates are also looking for roles with opportunities to work remotely. Admittedly, this isn’t something all organizations can offer, but maybe it’s something to consider and perhaps work towards in the future.
Not only do candidates look for organizations which offer the right tools to do their job but they also look at the work space itself. With technology advancing rapidly and a strong emphasis being placed on well being, many employees look for an environment that can also be stimulating, with break out spaces and standing desks, for example, moving higher up people’s desires.
Pat can make or break a prospective job, with poor pay being a factor in some candidates turning down job offers. If you are not offering a fair pay package, you probably won’t attract the best people for your business. It’s also important to take into account – and to advertise – how much your employee benefits contribute to the annual salary packer.
In addition to a company culture the values of the organization in general can be of interest to candidates. A company’s values can convey a strong message and it’s important for employees to feel like their values are aligned to those of the company. Placing emphasis on the importance of employees and their wellbeing, and creating a caring culture can make candidates feel that your company is where they want to be.
Fitting into a new workplace is high on most peoples agendas and incorporates many aspects, from brand to wellbeing, management structures and a company’s vision. Agreeing with the company’s ethos is important and most candidates want to feel part of a team working towards the same goal. Fitting in with colleagues is another key factor and knowing that each day, they will be coming into an encouraging environment.
Many potential employees will hope have a network of support in the workplace. This can be in the form of mentor schemes or regulars check-ins with their line manager and team. Informing candidates about the types of support offered early could influence their view and help reassure them that they would be entering a well-balanced and employee-focused organisation.
Often, candidates will make comparisons with their current or previous role to figure out a number of things, such as whether the new role is a progressive step in their career, how much overlap there is with the previous role to determine their skill set and whether they would see an increase in responsibility. It’s no surprise that some consider a new job owing to shortcomings in their current role and as such look for positions that would allay this dissatisfaction.
When looking at the role itself, candidates will often consider the opportunity for development. A large number of people want to be challenged in their position, in order to grow and learn and as such will consider the training that the position offers and the resource that would be available to them. They could also weigh up the likelihood of what impact they’d have in the role if they can shape its direction.