As international borders remain closed and JobSeeker payments were boosted, many Australian industries felt the strain of challenging recruitment.
Many company positions remain unfilled due to a lack of interest from potential employees, and workers are looking to leave their current roles at high rates.
Traditional recruitment methods such as posting available jobs on online directories or holding job fairs aren’t quite enough to lure quality candidates to open roles.
If recruiters are going to reach a post-pandemic workforce, they need to reimagine how they market the job, the company, and the opportunity both bring to the candidate.
As a marketing and advertising agency, we’re seeing high demand from new and existing clients looking for help to recruit new staff.
Reaching the Post-Pandemic Workforce
Today’s job seeker isn’t just looking for the most money.
They are looking for the best fit in terms of company culture, work environment, and achievements.
Their criteria are specific, and they do plenty of research before making any decision about their career.
Here are just a few of the aspects of a potential role that workers are considering above and beyond pay or benefits:
Work-Life Balance: Work-life balance is still an essential factor when it comes to identifying the right job. This means that a candidate should be able to work flexibly in a way that doesn’t impact their personal lives.
Office Environment: Office space is no longer considered a status symbol within the workplace, and workers prefer private offices, quiet rooms, and designated team spaces.
Work-Related Activities: Opportunities for training, on-demand learning material, company mentoring schemes, and shared learning and workspaces.
Company Culture: Workers are aware of the company’s reputation and mission, and many actively seek out employers who they can be proud to support.
Flexibility: Opportunities for flexible working, telecommuting, and job share are becoming increasingly universal. Remote positions are no longer limited to those in specialist industries such as mobile technology or software development.
Location: Geographically, location plays a significant role in employee decision-making. Some workers prioritize location over many other factors and will move far from where they live if it means a better work-life balance.
Recognition: Workers want to know they are valued for their hard work and contributions. Employers must implement employee recognition schemes, in-office celebrations, and themed days to engage their teams.
Passion for Their Work: Whether it is a start-up with a new venture or a sustainable business model, workers want to know that their jobs make the world better. They care about the causes they work for, as well as their personal development.
Salary: Salary is always a factor, but workers are more aware of the value they bring to their companies, and this impacts how much money they will need to feel they are fairly compensated.
The Team: Even in highly technical industries, workers still value the importance of working with a great team that they connect with both in and out of the office environment.
Gain a Competitive Edge to Recruit Australia’s Best Workers
HR leaders and recruiters need to adapt their strategies and get creative to reach the best candidates for open positions. By tapping into the ten motivations listed above, recruiters can develop a clear and compelling message that will attract the best talent to their business.
If you need help developing a recruiting strategy for your company or organization, contact the team here and we can assist. Our experts are ready to help your business take the right steps in finding and hiring the best candidates for your roles – and take your business into the post-pandemic future.
Cheers
