In the last few years there have been revolutionary changes in the employment market (but not only). The dominant reason for this is the unstable economic and social situation in almost all over the world. What do employees nowadays care about? Check out the new trends in recruitment!
Recruitment during inflation – what to pay attention to?
The latest reports indicate that many employees are ready to take up challenges by adapting to dynamic changes in the labor market. Despite uncertainty and economic difficulties, as many as 62% of respondents declared their willingness to change jobs within the coming year.
Professional mobility becomes even more important in the times of crisis. It turns out that more than half of the respondents (about 53%) are ready to move to another city or country in order to find better professional prospects. The increase in interest in the Home Office is another important trend, which results from the need to flexibly adapt to the changing reality.
Salary in the job offer – how to write about it?
Before publishing a job offer, it is worth getting acquainted with the profile of people actively looking for a job during inflation. What is the most important to them when choosing a new job?
Respondents indicated:
- adequate salary (71%)
- employment security and stability (51%)
- easy and quick commuting to work (38%)
- flexible working hours (31%)
- possibility of Home Office or hybrid work (21%)
Adjustment of employment conditions to the above-mentioned trends, may result in an influx of more CVs of candidates suitable for the proposed position. The key point may be the reorganization of the company – a new budget plan, a change of the working mode, modification of the company’s organizational culture, etc.
How to write an effective job advertisement? 5 proven tips + Examples
New trends in recruitment: Work – life integration and modern management
Information can also be found in the reports, that it is much more difficult for people working remotely or in hybrid mode, to build relationships with co-workers. In connection with this, experts suggest considering moving from work-life balance (work and home are completely secluded) to work-life integration. What does this mean in practice?
- flexible working hours (or complete resignation from fixed working hours)
- task work (motivating employees to achieving goals)
- work in different time zones (the principal: it doesn’t matter when you do your work, but how you do it)
- the possibility of settling private matters in the so-called standard working hours
- availability throughout the day
- greater employees’ independence
Another key element is the management process, which should also be adjusted to the prevailing trends on the employment market. First of all, new employees want to be properly taken care of at the onboarding stage (the reason is the above-mentioned difficulties in building relationships when working remotely).
Nevertheless, however, communication with the supervisor is important. The level of employee involvement is directly dependent on e.g. from:
- openness
- directness
- closeness
- empathetic relationship with management.
The field for discussion is considered to be another trend in both recruitment and employment. Still at the stage of recruitment interviews, it is crucial to show that every suggestion counts and that all doubts can be dispelled during the conversation. On the other hand, at the employment stage, it is crucial to enable the presentation of new ideas and initiatives by all employees, regardless of their position or seniority.
Integration of new employees in the company – tips
New trends in recruitment – what do employees care about?
As we can see, the new trends in recruitment are mainly based on communication. In the case of work-life integration, we are talking about trust in the relationship with the supervisor and active interaction with co-workers. There is also an open and empathetic contact with the management, which translates into a greater level of employee’s involvement throughout the entire period of employment. This type of relationship assures the support to the employee from the supervisor.
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