The pandemic has had a direct impact on the way
candidates look at benefits. Over half of them
would be willing to leave one job for another that
offered better benefits, and Gartner found that 65
percent of them would abandon an application
if they found certain aspects of a business’
‘Employer Value Proposition’ lacking.
The flexible working options mentioned above are
just one part of that value proposition. Parental
support is fast becoming a crucial benefit to
many candidates, especially amongst women in
the workforce on whom a majority of childcare
responsibility statistically falls. If you don’t offer
childcare resources or accommodations, you may
be losing out on candidates that want to work for
you but can’t without some help.
Diversity and inclusion should always be at the
front of recruiters’ minds, but it’s seldom felt more
urgent: 67 percent of candidates say that they
take an organization’s diversity into account when
considering job offers.
The good news is that the rise of remote work
goes hand-in-hand with an inclusive recruitment
strategy. By recruiting from beyond your immediate
surroundings, you can more easily reach and
accommodate workers that have historically been
left behind when it comes to employment. If you’re
struggling to attract candidates, there are a few
D&I-friendly moves you can make that’ll increase
your talent pool.
First, you’ll want to audit your current practices
and look for inclusivity gaps or opportunities for
improvement. Are you unintentionally using any
exclusive language? Are you advertising on diverse
recruitment platforms? For a full guide to this
process, check out this blog.
Gartner has good advice on this front, too. They
suggest that recruiters move away from ‘hiring
profiles’ in 2021 and instead focusing on the skills
essential to the role they’re advertising.
Receiving a mountain of applications may seem
good at first—it’s encouraging to know that people
are interested in your business, right? Sort of. It’s a
The odds are that a good number of those
applications are from candidates that don’t meet
the minimum role requirements. That translates to
a lot of wasted time looking for those that do.
When facing hundreds (if not thousands) of
applications, automation is your friend. Employ
it wherever possible, and you’ll be able to whittle
down your options without sinking hours of HR
time into it. At a minimum, you should:
STATE OF THE INDUSTRY RESEARCH