5 POST-PANDEMIC PRIORITIES
The recruiting landscape will look a little different as we emerge from the past year of remote work for many employees. Top job candidates will be considering more issues than just salary and the marquee value of a company name.
For instance, many companies have weathered a sea change in their pivot to remote work, and senior leadership has been pleasantly surprised at the success of that unexpected experiment. But how will your company view working from home after it’s safe to return to the office? Whatever policy the company lands on, it will impact your ability to attract the recruits you want. Here are five factors we predict job candidates will now weigh more carefully, when they consider whether or not to accept your job offer:
FLEXIBILITY TO WORK WHERE THEY WANT
Demanding that all employees report to the office five days a week will be a hard sell after the past year. Although some people are eager to get back to an office environment, most will want some choice in when they show up at work and when they work from home. Others will prefer the option of working remotely all the time, perhaps even in a completely different geographical location from the office. The more flexible your company policy is on employees creating their own hybrid version of where they work, the easier it will be to land that top talent.
RESUME-BUILDING WORK OPPORTUNITIES
This is not a new consideration for job candidates, but a perennial plus. If you can offer job candidates the chance to work with emerging technology, whether that’s public cloud, green energy, artificial intelligence or an innovation specific to your industry, that can be especially alluring. Same for being able to demonstrate a pattern for giving people responsibilities beyond their current job experience, or for promoting quickly from inside. Whatever the position or level of seniority, most job candidates will be looking for fast career growth.
COMMITMENT TO DIVERSITY & INCLUSION
There’s a new focus on social justice after the past year. Many job candidates will be expecting more than just talk about diversity and inclusion. Does your top leadership team include more than just white men? Are there programs in place to help develop leadership skills and career growth in women, people of color and other groups that might have been impacted by unconscious bias? Do your benefits embrace the many different types of families and unique needs reflected in today’s workforce? All that counts more than ever right now.
BENEFITS THAT MAKE THEM FEEL SAFE
The stress of the past year, whether emotional, physical or financial, has created a new emphasis on having safety nets in place. Job candidates will want benefits that include comprehensive healthcare, possibly with mental health benefits, financial wellness programs and other support. They’ll also appreciate a retirement savings program that includes hefty company-matching of their contributions, profit sharing or bonus plans that will allow them to build their financial security. Offerings like tuition payments for furthering their education can be attractive as well.
EXPECTATIONS OF WORK-LIFE BALANCE
There’s nothing like a crisis to help people evaluate what’s important in life, and the pandemic caused many people to realize they want their lives to be about more than just work. Working from home created the opportunity to spend more time with spouses, partners and kids, which in many cases enriched those relationships. It also gave people an opportunity to explore new interests, from baking to bird-watching to bicycling, which they hope to continue. And don’t discount the value of time to play with that new pandemic puppy.
HOW CAN WE HELP?
If you’d like to see Tribe’s capabilities presentation, please reach out to:
President and Chief Strategy Officer