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Top 5 Employer Traits Today’s Candidates Are Looking For

Talent needs are not the same as a decade ago, or even last year. With all the technological advancements and rapid sharing of knowledge, today’s talent may be achieving goals more quickly than their previous generational counterparts. The future of work is now, and the constantly evolving nature of work means that so too are people’s expectations of the workplace. Understanding what these needs are play a crucial role in attracting and recruiting top talent. Here is a snapshot of what today’s talent are looking for the most in employers:

Work-life Cohesion

“I believe a balanced life is essential, and I try to make sure that all of our employees know that and live that way.” 

                                                              Marc Beioff, Chairman & CEO Salesforce

Work is our second home. In a week, many people spend more time with colleagues than anyone else, and some even spend more time in the workplace than at home. It comes at no surprise then that talent put a high value in an organisation that encourages work-life integration. This doesn’t mean working less, but having the autonomy and flexibility to decide how they will meet performance targets. There can also be toxic relationships in the workplace that significantly impacts the overall employee experience and their ability to perform at full potential. The modern workplace are less willing to compromise anymore, so an organisation who foster a culture of mutual trust will not only enhance productivity, but also build a stronger employer brand.

Competent Leaders

“If we win the hearts and minds of employees, we’re going to have better business success.” 

Mary Barra, CEO General Motors

There is no question that the responsibility to capture the employee’s heart to make them feel like they are part something much larger than themselves falls on the leader. To build a sense of direction and belonging, leaders should be capable of fostering growth and collaboration that will help talent prepare for their future roles, regardless if that ends up being inside or outside the organisation. Today, management’s communication of organisational goals and directions have been challenging due to the changing business landscape. So it is extremely important to lead with clarity and communicate the rapid shifts in plans and strategies.

Value-adding Benefits

“It’s less about the aspiration to be No.1 in the world, and more that we want our employees and future employees to love it here, because that’s what’s going to make us successful.”

Karen May, VP People Development Google

Organisations that offer highly competitive remuneration packages are still on the top of the list of consideration by today’s candidates. However that is not a unique employer value proposition, and as the economy improves more and more organisations will be willing to do the same. Being creative with benefits such as continued education reimbursements, travel incentives and other perks that allows employees to experience maximum value from the organisation will be a selling point that differentiates for employers that want to attract and motivate top talent.

Opportunities for Growth

“Train people well enough so they can leave, treat them well enough so they don’t want to.”

Sir Richard Branson, Founder Virgin Group

Growth is all about knowing and doing more than yesterday. Today’s workforce would like to future-proof their skills and knowledge. So they would much rather be in a dynamic role filled with challenges, constantly striving to be better. This way they can future-proof their knowledge and skill set. Provide learning opportunities and programs to support progression into roles with greater responsibility, autonomy and scope. This plays a role in attracting talent as well as retaining them.

Casual Feedback

“We all need people who will give us feedback. That’s how we improve.”

Bill Gates, Founder Microsoft

The modern workforce actively seeks out open communication and regular feedback to find out how they can better deliver results. Casual conversations can be used to give real-time performance feedback. This can sometimes be a more accurate indicator than formal feedback dialogues. Employees also feel more at ease to give 2-way feedback in a more casual setting. Maintaining a constant stream of feedback from the start will lead to more employee engagement and performance in the long term.

These are the unique aspirations of the modern workforce, how they find jobs and what drives them to give their best. Knowing these five key things will allow you to bridge the gap between worker aspirations and employer practices.

For more information and insights on the modern workforce Click here to view the 2018 Modern Workforce Report by TalentView.

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