When there is a vacancy to fill, you have criteria for who you want to hire: level of education, competencies, attitudes. These requirements inform how and where you will advertise and the questions you will ask during interviews and reference checks.
Jobseekers also have expectations about the type of workplace that would be a good fit for them.
Understanding what they want will deliver better recruitment outcomes—more of the right people hired. “Right people” will be engaged in their work, produce great results and become loyal, long-term employees.
A review of several articles posted to the Internet reveal several expectations related to job searches.
In his book of the same title, Jan Carlzon explains what moments of truth are: “Any time a customer comes into contact with a business, however remote, they have an opportunity to form an impression.” During the hiring process, there are several occasions when jobseekers form impressions about your organization, from the application stage to the communication that follows, to onboarding,
The ease with which they can complete application forms is important to those looking for a job. They don’t want to spend much time completing application forms and they want to do it on their mobile phones.
Decisions to apply can depend on how jobseekers perceive the culture of your organization. “When hiring talent, providing factual, usable information in your culture profile helps prospective candidates get a feel for your company right away,” online recruitment company Indeed suggests in an article posted on its website. “It also helps you weed out the candidates early on in the prospecting process that would never have gelled with the culture in the first place.”
The company advises avoiding clichés. “If nothing else, you should avoid clichés for a very simple reason: they’re boring.”
Not wanting to portray their workplace as boring, some organizations have attempted to show themselves as exciting places to work.
Related Article: Recruitment advertisements can become the framework for the hiring process
Once the job application is completed, communication with a prospective employee is important. Applications should be acknowledged, with followup communications and information about the hiring process, including an estimate of how long the process will take, from application to interviews, to your eventual hiring decision.
Here, it’s wise to heed the advice of customer service experts to “under-promise and over-deliver.” Completing the process sooner than originally promised will leave the applicant feeling better about your organization than if you take longer than you predicted. Always plan for the unexpected and add a time buffer.
For many applicants, their preferred mode of communication is text messages. “Recruiters who use text to communicate with candidates can engage 10x the number of candidates each week over other forms of communication,” consulting company Aspirant says in a blog article. “Leveraging text is a great way to quickly connect with candidates to confirm interviews and stay in touch throughout the hiring and onboarding process.”
Many applicants look forward to a flexible interview process, including the option for virtual interviews instead of more traditional in-person interviews that require travel and associated expenses. Applicants may become discouraged and drop out when facing the prospect of having to participate in a series of interviews.
When it comes to the job itself, flexibility is important to some jobseekers. They are looking for opportunities to work remotely and on their own schedule. “Working remotely doesn’t fit every person or every job position, but for those that it does having a hybrid or remote option is preferable,” Aspirant says. “They seek out employers who offer options that align with their preference for a healthier work-life balance.”
Fair compensation and a good benefits package continue to be important, with a growing emphasis on mental-health wellness. In a blog article, recruitment agency CornerStone Staffing writes that, “The conversation around mental health has evolved significantly, with an increased awareness and acceptance of its importance in the workplace. Candidates now place a premium on organizations offering mental health support, wellness programs, and a culture encouraging taking necessary time off.”
The Mental Health Commission of Canada has identified recognition and reward as one of 13 factors that support psychological health and safety in the workplace. This was a topic of an July 2023 article and was a topic discussed when I was a guest on PH & S Canada and 9 to 5 Wellness podcasts.
When deciding if they will apply, potential applicants want to know about the potential for career advancement. Will there be learning opportunities? While I don’t recommend asking, “What are your career goals?” during interviews, it’s an important question to ask regularly of all staff. Knowing individuals’ career goals adds other options to your staff recognition tool kit—professional development opportunities that align with individuals’ career plans.
Related Article: A well thought-out information package will answer candidates’ questions and maintain your interview schedule
Another consideration of jobseekers is where DEI (diversity, equality and inclusion) fits with a potential employer’s brand.
A 2020 study by Glassdoor found the diversity of a workplace is a consideration of three quarters of jobseekers and is a crucial factor when evaluating companies and job offers. In 2017, Deloitte found that 33 per cent of employees who left for workplaces with more inclusive cultures did not feel comfortable being themselves at their old workplace.
Once the right person has been hired, attention should shift to retention, something that begins with the job offer.
There are many tasks in the hiring process that can be delegated but contacting a candidate to advise them they have been selected is not one of them. When a hiring decision has been made, the candidate should be contacted by someone they will perceive as significant in the organization, such as the person who will be their new boss.
Onboarding well is also important. What happens on Day One (and even earlier) can influence whether the newly hired staff member will commit to their new employer or begin to plan for a new job search.
Be cautious when advertising to avoid making promises that you will be unable to deliver. Newly hired staff who believe they were misled will be quick to make their way to the exits.
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