The other day I was chatting to a client about the ‘typical’ job seeker profile of 2024.
We were discussing candidate wish lists, and the similarities and differences when compared to previous years. As I was considering what candidates truly want in a new role and organisation, and an iconic Christina Aguilera song was playing on repeat in my head, which gave me an idea…
So as any tech-savvy recruiter would do, naturally I asked Chat GPT to rewrite the lyrics to the 90s classic ‘What a Girl Wants’, but keeping it gender inclusive, and from the point of view of a recruiter. Here’s a small excerpt – ideally you can hear in your mind while you read this.
(verse 1)
I come from a world of suits and ties
With resumes and dreams in their eyes.
They’re looking for a role that fits just right,
A place where they can shine so bright.
(Chorus)
What a candidate wants, what a candidate needs,
A job where they can grow, fulfil their dreams.
I’m listening and learning, I’m ready to see,
I’m trying to offer what a candidate needs.
(Verse 2)
I hear their hopes in every interview,
Talking ’bout the skills they want to pursue.
It’s not just about the pay or the title name,
But a chance to make a mark, to play the game.
Employees Want to Make a Mark
While there may be a few too many syllables here and there, I think Chat GPT has nailed the zeitgeist with these lyrics. I’ve been recruiting a long time now and I’ve noticed a shift over the last 12 months in terms of job seeker focus and requirements, and it’s been particularly evident since the beginning of this year.
There’s always a segment of candidates who are primarily motivated by salary, and that’s fair enough (especially given current economic pressures), as long as they’re up front about it. However, I’ve noticed that many more job seekers are now looking for an organisation that shares their values, where they can do meaningful work and ‘make a mark’ in their role, either within the company or the wider industry – whatever industry that may be!
My theory is that something about the challenging experiences we’ve collectively shared over the last few years has resulted in a seismic shift and increased search for meaning.
So, if you’re an employer who needs to hire (and despite the economic forecast, we’re seeing an increase in hiring across some sectors) what do you need to be offering to attract great candidates?
Alongside wanting to ‘make a mark’, there are three other main aspects that keep popping up…
Flexibility
Yes, job seekers are still looking for flexibility; we can’t put that one back in the box (and many of those who have tried have not seen good results!).
If you’re reading this and thinking “But Gemma, we need people on site/at the front desk/meeting customers”, or whatever the scenario is that means you can’t offer remote work, then I’ve got good news for you: the true flexibility that candidates want is about mindset and approach, NOT just about working from home.
It’s the flexibility to adjust hours slightly to avoid traffic. It’s the flexibility to condense a work week into 4 days instead of 5. It’s the flexibility to go to a doctor’s appointment, or make that gym class, without feeling judged or watched.
Yes, people do still love to work from home, but many have also come to appreciate the face-to-face time with their colleagues. The universal flexibility requirement is about finding an employer who understands that working is about enabling you to live the life you want.
So have a think about alternative ways you might be able to offer your employees flexibility, and watch the high-quality applications come flooding in!
Health Benefits
When considering opportunities, job seekers are actively asking me about the health benefits on offer and you better believe that the opportunities that come with said health benefits are the ones that my candidates are most keen on.
This can take many forms, but here’s what’s been popular so far this year:
Health Insurance – while this benefit has gone in and out of popularity, it’s making a comeback in this post-pandemic world with rising costs, especially for our mid to senior career people, who often see it as an essential.
Mental Health Support – benefits like Employee Assistance Programmes (EAP) which provide support for employees to deal with and resolve problems through counselling and other health support systems, are becoming a standard expectation for many job seekers.
Physical Health Support – perks like free or subsidised gym memberships, yoga classes, exercise groups, or any kind of extras where you as the employer are providing access to health-positive activities are a real bonus in the eyes of the job seekers I interact with.
Wellness Leave – slightly more unusual but very desirable, Wellness Leave is about giving employees the opportunity to take time for themselves when they need it. For example, instances where they aren’t ‘sick’, but need a break for whatever reason. It’s giving “you’re a grown up and we trust you”. I know this isn’t an option for every employer but I love a wildcard, and if you can do it, it’s incredibly attractive to job seekers.
These are the types of health benefits that attract the ‘cream of the crop’, and even better, ensure they stay!
Career Development Opportunities
This isn’t exactly new, but the types of conversations that I’m having with job seekers about potential career pathways within an organisation have definitely changed.
Now more than ever, candidates are proactively thinking long term, strategically and thoughtfully considering what they want in the future, and how they’re going to get it. They want to know:
- What’s my potential next step with this employer?
- How will this role help me achieve my long-term goal?
- How will this manager/organisation/team support me to take the next step in my career?
They’re actively looking at what people who hold similar roles have gone on to do next, and asking about things like mentoring and training opportunities, whether it’s in the form of a budget for external training or an internal programme offered by the employer.
I think this is SUCH a positive. Employers, if you’re thinking about nurturing the talent in your business, then make sure you outline possible career steps. Even better, provide the learning and development resources to help guide them there; the retention of talented people is a huge benefit in the longer term – both financially and for the success of your team and organisation.
Leverage These Top Benefits
So that’s my condensed list which I’m calling ‘the hot four/what candidates today are looking for’.
Yes, there are many other benefits or features that candidates find attractive, and I didn’t even mention salary – competitive dollars in this economic climate will take you far. But these are the benefits that I keep hearing about in my daily conversations with active job seekers; those candidates out there reviewing job ads, researching businesses, considering opportunities and putting themselves forward and applying.
Additionally, all these benefits made it into the ‘Top 5 benefits ranked as very important by Job Seekers’ in our 2024 edition of the Employment Market Report. We surveyed over 3,000 job seekers across New Zealand and ‘career progression opportunities’ was ranked first, ‘flexible working options’ ranked third, and ‘wellbeing benefits’ ranked as fifth. You can check out our report to learn more about what job seekers really want, market trends for 10 industry sectors, and view the salary guide for nearly 150 roles.
Next time you need to hire, take a look at your offering, and make sure you lead with these benefits if you’re offering them.