It’s not just about the salary – here are 8 other things candidates are looking for

Written by Heidi Wadsworth | 31st January 2022

It’s no secret that recruiting and retaining staff at the moment is a bigger challenge than it’s ever been. Recent figures from the Office for National Statistics show vacancies hitting another record high while unemployment continues to fall.

Now with so much choice, jobseekers can afford to be picky, and are looking for roles that give them everything they’re looking for.

And, while salary does matter, it’s other perks and benefits that often seal a candidate’s interest.

Here’s how you can stand out and catch the eye of top talent:

Flexibility

Having gotten used to the benefits of working from home during the pandemic, few candidates want to give it up entirely and return to working five days in the office.

Understandably, not all businesses can offer 100% remote working, but offering some kind of flexibility, whether that’s hybrid working or flexi hours, gives people an opportunity to balance their working life, with their personal life, without either one suffering.

Obviously, this will not work for all companies – some people need to be in the office and work better when teams can collaborate and share ideas. But if it can work for your business, it’s very effective – and very attractive to new recruits.

Opportunity for progression

Career progression is sometimes more important to candidates when changing jobs, than salary. People want to be challenged and they want to be moving forward – they don’t want to be stuck in a rut.

If you can show in your job ads and interviews, that the role has a guaranteed career path, it shows the candidate that you’re committed to keeping them in your business, and moving forward, for the long run.

Some things you could give detail of include any training and development programmes they’ll have access to, any mentoring systems you have in place and examples of other staff members who’ve worked their way up in the business.

Especially after a year where job security could not be guaranteed, showing candidates that your company is invested in their growth and development will allow them to see a potential future with the business and ultimately provide a sense of future job security.

Job stability

Uncertainty has been a never-ending feeling for a lot of people over the last 2 years, and in particular fear of losing their jobs.

Now, those who are actively looking will want to work in resilient companies because that means a stable job and income.

Job seekers are more likely to research the pandemic’s impact on a company, how they manage to stay afloat, and what kinds of conditions they can ensure for employees. As a result, they will choose those employers that have shown they are resilient and adapted well to change.

Extra holiday

If you have the capacity to allow people extended time off, extra holiday is an effective way of rewarding employees. It’s also valued by working parents.

Typically, staff come back motivated, stimulated and more productive. But if you can’t gift your employees the extra days off, you could offer the chance to buy holidays, when necessary, as part of your benefits package.

Four-day work week

Similarly, some companies in the UK are experimenting with a four-day work week, with an aim to reduce employee burnout and improve retention. This would be very attractive to candidates and can lead to happier and more committed employees. Employees are less likely to be stressed or take sick leave as they have plenty of time to rest and recover.

But while there are certainly many benefits, a four-day work week will be difficult to implement without the right support, technology and workplace culture. Especially if your business has expectations from customers to be available all the time.

Other perks and benefits

For many businesses, extra holidays and four-day work weeks will not be a reality, so don’t forget that some of the old staple benefits can still get candidates through the door.

Gym memberships or contributions could sway some individuals and are also great for health and wellbeing at work. Other ideas could include giving your employees their birthday off or time off for training or paid-for courses in a topic that interests them (not just work-related training). You may even be able to offer them the chance to take a sabbatical.

Social events and team building days are another benefit candidates are attracted to, they not only help build relationships within your teams but also reduce stress levels and possibility of burnout.

Ultimately, candidates are no longer solely attracted to a high salary and instead seeking a comprehensive benefits package.

Company culture

For many jobseekers, finding an organisation where they would ‘fit’ in, is essential.

Aside from ensuring factors like work environment and management style match their needs, they also want to know that the business they’re applying to work for has good values that match theirs.

One in particular might be social responsibility. Young people will be especially impacted by climate change in the coming years, so it is no surprise that environmental commitments would be important to them in their working lives as well as personally.

Without giving a clear indication in your job advert of what it’s really like to work for your company, you’re making it harder for candidates to gauge if they are suitable for the job role.

Focus on wellbeing

Thanks to the pandemic and the growing levels of stress and burnout, people are now looking for additional support in the workplace.

Candidates are more likely to be drawn towards initiatives that put mental health support first. Glassdoor found that 58% of employees place more emphasis on employee benefits relating to physical and mental wellbeing.

This could be anything from wellness days, no-meeting Fridays or the support of mental health champions.

And whether it’s in your job postings, on employer career pages or social profiles, or during communications with candidates, a mention of your company’s wellness efforts can say a lot about the culture too.

Things are shifting when it comes to hiring great candidates – and it’s a good idea to think about candidate expectations and compare this against what your business has to offer.

Always remember you’re not just trying to get a new employee – this is not a box that just needs to be ticked. You’re trying to find someone who will play a key role in helping your business to grow and the better your culture, the more likely your new hire is to stay.

Download our recruitment and retention guide for tips on how to attract and retain talent, or get in touch with our team at info@realityhr.co.uk to find out how we can support your business.