What candidates want from employers in 2024

It's impossible to predict the future state of hiring, but the strongest indicator is the feelings and instincts of those in the recruitment trenches. In LinkedIn's The Future of Recruiting 2023 report, they noted that 64% of recruitment leaders believe that candidates, not employers will be in a better position in the next five years.

With that in mind, getting a clear picture of what candidates want from employers in the coming year is more important than ever.

Respect

Your current and future employees want you to listen to them so that you can fully understand and empathize with them.

To do this, focus on them as individuals. Take the time to learn about them and make an effort to show that you care. This will help you find common ground and move forward together from a more productive place. The respect you show them will directly impact their happiness and that is the linchpin for hiring and retention.

Not convinced? 28% of candidates list their happiness as one of their top priorities when job searching.

Open communication

Hand-in-hand with the need for respect is open communication during the hiring process, after being hired (especially during onboarding) and as they grow in their careers.

While hiring, communication is paramount. 82% of employees want employers to give them a clear timeline and provide updates. This can be accomplished manually but can also be aided by automation software, so make sure one or both are in place. This will keep potential hires engaged.

And remember, just because you extend an offer doesn't mean that you can lower your level of communication. CareerBuilder reported that "51 percent of job seekers report they’ve looked for other jobs when an offer has been extended and the background check is in process."

Exhausted yet? Grab a coffee and power up because it's not okay to let that engagement level dip once you've hired someone! Your new employees want to be matched with companies that provide strong onboarding.

 

Key statistic:1/10 employees have left thanks to a sub-par onboarding experience.

Personalization

As we mentioned, some of your communication efforts can be automated, but that doesn't mean they can be impersonal. Tailored engagement using a customer relationship management (CRM) system or other tools is an expectation of modern job seekers.

In-the-moment communication can be accomplished this way, but keep it in check by ensuring a human is still actively involved. It's the attention to detail when setting up automation paired with human oversight that will ensure your job seekers feel tended to.

Adaptability

Things change and the hiring process shouldn't be an exception to that. When recruiting, it's essential to take an adaptable approach. Here are some worthwhile efforts you can make.

1. Help existing employees earn the skills to grow or pivot.
   
    
2. Suggest roles or responsibilities options that might be better aligned with incoming and current talent.
   
    
3. Consider creating new positions for top performers you'd like to hire or promote.
   
    
4. Be flexible with how you interview. For example, you can use remote video technology for face-to-face time to help with applicant accessibility and scheduling. 
   
    

"Adaptability, problem-solving, and business acumen rank among the top five soft skills recruiters will need in the future." –LinkedIn's The Future of Recruiting 2023 report

Expertise

Candidates choose to engage with recruiters and employers because they are experts in their respective fields. It's important that you know the jobs you're hiring for and the industry they fall under like the back of your hand.

At Beacon Hill, our recruiters are focused on areas they know best so that they can help match candidates with ideal companies. BH Associates®, BH Financial®, BH Government Services®, BH HR®, BH Legal®, BH Life Sciences®, BH Technologies® and OneBeacon™ all know exactly what to do to ensure a strong pair from the very start.

A focus on diversity, equity and inclusion (DEI)

"DEI is a priority to the next generation of employees. Their expectation is to see leaders who look like them and to know organizations are committed to DEI long-term — not only during times of social crisis." –Dr. Tana M. Session, DEI Strategist

Many companies have prioritized DEI initiatives over the last few years and that will not change in 2024. Candidates have spoken, and they want to work at inclusive companies.

Beacon Hill is one such company. Our key objective is: "To build and sustain a system of resources, procedures, policies and plans that support diversity, equity, inclusion and belonging for all." Between offering Employee Resource Networks and being transparent by regularly reporting on our DEIB progress, we believe we've made great strides.

If you are focusing on DEI and DEIB, we recommend you showcase it widely, but only if you are truly committed as authenticity will also be key to successful hiring and retention in 2024.

Schedule and location flexibility

This one comes back to listening. While 43% of job seekers want some form of flexibility in their schedule, it isn't everyone's top priority.

Recruiters and hiring managers need to provide the schedule and working conditions that individuals want by discussing candidate priorities as opposed to marketing one-size-fits-all roles.

Growth options

Above all, many candidates are searching for places where they can grow their skills and their careers. Skill-first hiring is predicted to be a major sweet spot in the coming year.

This is especially relevant if you're hoping to add more Gen Z team members to your roster as they are 47% more likely to value advancement and 45% more likely to focus on companies where they can develop their skills than Gen X.

–

At Beacon Hill, we are focused on providing employers with the tools and talent they need to maximize their ROI and propel their businesses forward. Ready to learn more?

Partner With Us