If you’re planning to add to your tech, digital, or data teams this year you’ll need to react to an ever-changing recruitment landscape. The market is tight and competitive. Salaries are high and the well-documented tech talent shortage has sparked employers to come out swinging.
Organisations are all vying to attract and secure the top tech people to drive and deliver their digital projects.
Candidates seeking new roles are also becoming more assertive, and safe in the knowledge that they hold the cards. Our monthly recruitment commentary; The Recruitment Landscape confirms that hiring conditions are tough and heavily stacked in the candidate’s favour.
This post outlines what candidates in 2023 are looking for and the dynamics that are shaping the job market right now.
4 factors shaping candidate decision making.
High demand for location and scheduling flexibility.
Employers who welcome flexible working arrangements are at an advantage. Job seekers in 2023 demand flexibility in where they work. Through our chats with candidates, it’s become clear that remote or hybrid working is now the number 1 priority. They are asking questions about flexible working before they enquire about financial rewards, for example.
However, just offering candidates remote or hybrid options is not enough. They also are demanding flexibility in their schedule, and want more control over when they work. Enforced remote working has taught many that they are as, if not more, productive in their own homes. And of course, a flexible schedule affords us all a better work/life balance.
Those employers who are unwilling to consider flexible scheduling along with a hybrid model will be at a significant disadvantage when hiring.
Clarity over critical policies.
Companies that are laser-focused on key policies will enjoy a greater level of success when it comes to hiring and retaining staff. Equality and Inclusion policies and sustainability policies are critical in attracting new hires. Gen Z candidates in particular cite these as key determinants in whether they accept a job offer or not.
On top of this, the pandemic has added a new layer to internal policy. The Covid 19 vaccination requirements and peoples’ reactions to it are evolving, adding more complexity to recruiting, hiring, and retention.
Read our recent blog on the Covid 19 Vaccination debate here.
Companies wishing to hire must communicate their policies clearly, respectfully, and with transparency across all channels. It’s important to be upfront about these policies with your potential hires. Candidates can then decide whether they’re comfortable with those requirements and if they are still interested in working for your organisation.
Competitive salaries.
In this post-pandemic era, salary has become less critical in determining the decision of candidates. However, the tight candidate market has been a catalyst for high starting salaries. It has also sparked competitive counter-salary battles if 2 offers are on the table.
Employers wishing to hire in this market should make sure that they are doing their research and are offering competitive compensation for the role on offer. They should also consider other ways candidates are seeking to be rewarded.
Many organisations are now offering tailored benefits packages. These are personalised to suit the individual. In itself, this is a benefit. Compensation packages such as these are used to make or break candidate decisions.
For more on the importance of the benefits package, read our blog.
Candidate desire to work for a stellar employer.
In today’s hiring landscape, potential employees will also scrutinise a company’s leadership and culture. Early impressions will hugely affect how an employer is perceived. Companies must ensure that their recruitment process is seamless, professional, and conducted within reasonable time frames.
If you are concerned about your candidate experience, our recent blog may help.
After this, companies must ensure that they meet the criteria of a standout employer.
Business leaders should consider
- How financially secure is my company?
- What are the learning or development opportunities on offer at my company?
- What makes us unique within the industry and the market?
- In what ways do our products or services change lives or businesses?
- What are we doing to be responsible corporate citizens?
- In what ways is our business sustainable?
- How are we providing and promoting a diverse and inclusive workspace and company culture?
The answers to these questions ought to be compelling reading for potential hires. The effective communication of this information can be transmitted across many platforms, such as corporate websites, job descriptions, and social media channels.
In so doing, not only will you catch the attention of active job seekers, but also those passive candidates who are not proactively seeking new roles. A well-scripted communication strategy will whet the appetite and encourage their interest in applicable roles and the company itself.
In conclusion.
Today’s hiring market is dynamic. Hiring and growing your business is possible. Employers must be aware of the complex environment and make sure they are doing all they can to attract and retain top talent.
Competitive salaries, transparent communication, prioritising policy, and strategic self-promotion are essential components in making sure you are a force to be reckoned with amid this changeable hiring environment.
Here at Ignite, we talk to the best tech, digital, and data talent the UK has to offer.
Every day, our highly respected recruitment partners are in conversation with your next hire about what they are seeking from their next tech job.
Do you need help in sourcing the tech talent for your business? Reach out to us today and find out more about how we work and how we can help you.
