Attracting and Converting Talent in the ‘New Normal’

By Claudia Paoletti | Managing Partner

In the current candidate-driven market, salary alone isn’t always enough for attracting candidates. In fact, on a recent poll conducted via LinkedIn, it is clear that salary is no longer the only leverage that drives people to change jobs.

Although 41% of the people who took part in the survey still consider salary and benefits to be the most important elements in choosing a career change, 42% responded that flexibility and smart working are the most interesting things they are looking for.

Work flexibility encourages retention and it attracts candidates. Today employees really appreciate the possibility of working from home and the freedom to set their own hours obtaining a better work-life balance. Especially women value a flexible work environment more than their male colleagues and are the most likely to make flexibility a top priority when choosing a job.

We have asked candidates and clients for their opinion on the most important things to consider in a job change at this particular moment in our history and we have collected valuable insights that make it clear that more and more aspects (beyond usual annual retribution package) are researched and requested. 

In some cases, job seekers value benefits and a short commute more than a generous salary, reinforcing the importance of work-life balance. Since many people are losing their jobs because of the current situation, someone found that only relevant jobs with guaranteed security is highly preferred in this “new normal”. In addition, a peaceful, positive and consistent environment is also appreciated by candidates and they would even turn down other conspicuous offers for that.

Reputation is another important aspect to be considered and candidates could be rejecting a job offer because of something they’ve read about a company online. Likewise, organizational culture and climateare becoming exponentially relevant to the point of even turning into a deal-breaker when choosing a job.

On the other hand, responsibility and challenges are always interesting and attractive for candidates as well as mentoring and training programs especially for millennials. Nowadays, we are finding very often that in fact millennials prefer ‘mentors’ rather than ‘managers’. 

For sure, the ideal scenario is a mix of all these elements and companies must be able and open to satisfy and keep up with these requests in order to provide candidates an experience that takes into account their needs. Also, companies should continuously re-evaluate and modify their offer when/if needed according to the historical moment and the new priorities.

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