Candidate Expectations; How Far Should Hiring Managers Go?

In the current post-pandemic market, the expectation of candidates from the entire recruitment process has changed drastically.

By 2025, Millennials will make up 75% of the global workforce. With Gen Z set to represent more than 1 billion of the global workforce by 2030, it’s clear that the values and expectations of these upcoming generations should be taken into grand consideration when shaping the world of work.

Let’s analyse what the basic expectations set by these candidates are and how hiring managers can meet them.

The Need For Speed

Children often use the expression, “If you snooze, you lose.” In the working world, the adult version of this mantra is “Time Kills Deals”. Both sayings essentially mean the same thing: With every minute that you fail to take action after being presented with an opportunity, the chances lessen that you’ll successfully obtain it. We’re here to tell you, that recruiting and hiring is no different.

Candidates expect a fast process. You can roll your eyes at that statement but the ramifications of not getting on board with this idea are that you will lose talent to your competitors, plain and simple.

The Whole Employee Experience… Not Just The Beanbags

Candidates want to know about the team and the managers they will be reporting to. A lot of candidates never get to meet their immediate boss until their first day on the job. It is a good practice to introduce candidates to their managers and help them build their professional relationships.

With an office tour, prospective candidates get to know about the workplace culture your organisation believes in. In cases, when an office tour is not possible, hiring managers could send a video of the office tour after the candidates are done with the interview or the candidates who have fared well in the first stages of interviews.

Feedback, Feeeeeedback, FEEDBACKKKK!

Yes, we meant to shout that last one at you. Every candidate that walks into an interview, wants your feedback on their performance so that they can evaluate their performance — this means we need that feedback from you too. This extra effort on your part makes sure candidates come back later when considered for a relevant new position or refer to someone who might be the best fit for the job role.

Personalised Onboarding Process

A good onboarding process helps candidates understand their fundamental responsibilities, understand organisational workflow, and foster relationships. New hires who experience poor onboarding, may regret their decision to take the job. These candidates are more likely to quit within the first six months. Businesses with great onboarding programs experience 50% greater productivity from their new hires too!

Final Thoughts

We are experiencing a candidate-driven market that hasn’t been seen to this level before and the expectations of candidates have a large impact on your ability to become an employer of choice.

It can be a very difficult concept for hiring managers and businesses to accept, but the simple truth is that unless you match the demands of the best candidates, you are going to lose the war on talent, which can have devastating consequences for any business.

In order to survive and indeed thrive, we have to accept that this is a candidate’s market. It is an ongoing challenge to attract and engage with the best talent, especially as unemployment is low and candidates can easily pick and choose who they want to work for.