When searching for a position there are many variables a candidate must take into consideration. In this space, we’ll be examining the common concerns raised by candidates about employers and how employers can better suit themselves to deal with them.
Concern 1: How well does the job pay?
For the vast majority of candidates, we can safely assume this is their number 1 concern. If the position doesn’t pay well or comes in below the industry average for the position, you’re going to have a tough time filling that role. It’s an issue we see come up again and again when recruiting for certain positions. There may be plenty of talent with the right set of skills but if the pay doesn’t meet the industry standard, the position is going to stay open.
Solution: Set expectations during that first phone call.
The expectations being set should be two-fold. First, the employer should be in tune with the market. What’s the position you’re trying to fill, how much can you afford to pay, and what are others in your space paying for that type of talent? If you’re setting unrealistic expectations you’re setting yourself up for failure.
Second, it’s not only the employer who needs to set these expectations. When recruiting for these types of roles, it’s imperative that the recruiter discuss pay during the first phone call. This way a candidate knows exactly how much the position is offering right off the bat. There is no need to waste a candidate’s or employer’s time going through the interview process if the position is going to pay $10k less than the competition.
Concern 2: What are the job expectations?
Despite this being listed as the number two concern, it could easily be number one. The number one concern is based on the fact that the candidate can in fact perform the job duties required. Nobody wants to look foolish and being placed in a job you’re unqualified for is a great way to achieve that look.
For the ones that are qualified, though, they want to make sure they’ll be accepting a position that will further benefit them in their careers. Will the position they’re accepting allow them to acquire new skills and allow them the opportunity to move ahead in the company? Outside of pay, these are the questions and concerns that we find most candidate’s placing the most emphasis on.
Solution: Qualify your candidates and again set those expectations.
If you hire a candidate and shortly after their hiring you deem them unqualified than that’s on you. Especially in the technical space where it’s fairly easy to determine whether a candidate knows how to work with a particular skill or not. If you don’t have the proper technical people in place to ask these questions there are outside technical screening companies who can ask the proper questions for you. PSCI won’t even present a candidate to a position without first properly screening the candidates and making sure they’re technically qualified for the role.
You should also be properly outlining what the candidate should expect to get out of the position. Will the position offer the candidate the opportunity to learn new skills and advance in the company? Or is this a project based position where the major concern is the end deliverable. Again, these are all expectations that need to be properly addressed during that first phone call. There is nothing gained by deception.
Concern 3: Will I be happy in this job?
In America, a staggering 69% of workers are not engaged in their work and a quarter of those go on to say that they hate their job. Happiness is something everyone is striving for but is only something 30% of the workforce is achieving. Unfortunately, there is no one way to assure a candidate is going to be happy with their work but it is something that employers can strive to achieve for their employees.
Solution: Go over everything.
The best way to assure a candidate’s happiness is to make sure that they’re properly informed on everything the position entails – and not just the job requirements. Outside of pay and advancement opportunities, the candidate needs to know all the “little” things. What will their commute be like, what type of work environment is it, are there flexible working hours, are there opportunities for remote work, etc. If a candidate is kept apprised of all these details they’re more likely to better achieve a happy work/life balance. As an employer, that’s the best you can do to assure your employees happiness.
By setting proper expectations, an employer is best positioning themselves to deal with and keep their employees happy.
What other concerns do candidates/employees have about employers and what other ways can employers appease their concerns?
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