5 Traits job seekers want from YOU

In the same way you’ll have a list of preferred characteristics when hiring – someone who’s creative, efficient and experienced, for example, employees apply for jobs where they like what they see in a company. 

So, if you’re hoping to bag top-class talent, you need to project the right image to prospective employees through your employee value proposition – this is the set of benefits employers offer in exchange for an employee’s time, skills and abilities, and has been shown to both attract and retain the best workforces around.

An effective employee value proposition should answer the question “why would an employee want to work for us?”, and so it’s the most important factor in a job seeker’s search.

Get it right and you’re onto a winner. Get it wrong and you lose out, potentially impacting business productivity and profitability. Wondering what it is people really want? Well, you’ll be pleased to know none of it’s unattainable.

Core values 

Ultimately, job seekers want their values to align with yours. In fact, a study by LinkedIn showed nearly two thirds (64.7%) of job seekers would be put off applying for a role if a company’s mission statement was ambiguous or didn’t align with their personal values. 

Your company values could be a whole host of different things, but it’s important they’re practised, firm and unwavering as opposed to just paying lip service to the idea – i.e. they should affect the day-to-day of all aspects of your organisation.

Businesses who successfully lead with their values or purpose stand to gain more talent, but they’re few and far between. So, how do you go about embedding these into the ethos of your organisation? 

  1. Get it out there for everyone to see – be sure to publicise your values on your website and LinkedIn page.
  2. Use your employees – they’re your company’s best ambassadors, after all, so make sure everyone on the payroll is clued up on your values. You could do this by posting them around the office or including them on internal communications, you might even reward employees who exemplify them.
  3. Embed it in your hiring process – clearly state what you stand for and what you’re working towards to ensure a good fit for new employees.

Career progression 

It might sound pretty obvious reading this that employees want to know their career’s going to move forward, but businesses don’t always make this clear for prospective talent to see. 

Job seekers today want clearly defined career paths and if that doesn’t come across in your brand strategy they could accept a role elsewhere. Allegis reported 87% of millennials and 69% non-millennials ranked career progression as important to their job.

Here are a few ideas on how to put this into action:

    1. Show visuals of clearly defined career paths on your website
    2. Explain career paths in your job descriptions
    3. Give examples of employees who’ve climbed through the ranks
    4. Use testimonials to highlight employee success stories
    5. Put together a company video starring your best employees.

Perks and benefits 

In a competitive job market, your company needs to stand out to top talent. How? By offering perks they won’t want to miss out on. 

One such perk which 74% of millennial job seekers look for is flexible working, and they’d consider it an important factor in choosing an employer. Flexible working doesn’t just refer to flexi-time but could be a condensed working week or term-time only hours. 

Something else people will look for is continuous training opportunities that help them reach their career goals. And remember, this doesn’t have to come in the form of outsourced training programmes, it could be something as simple as shadowing a colleague or offering mentorships. 

Other benefits job hunters like to see include:

    • A focus on equality and diversity
    • Family-friendly benefits
    • Financial wellbeing support
    • Running a volunteer programme
    • Pension schemes
    • Annual leave.

This list is by no means comprehensive but just remember to include the perks and benefits you promote on your website, in your job descriptions and social media profiles (particularly LinkedIn) – you’ll soon get caught out if they’re just there for show.

Leadership style 

It’s no secret employee autonomy at work is a huge driver of job satisfaction, motivation and productivity. So, it shouldn’t come as a surprise that job seekers are looking to work under a leadership style that allows for it. 

That’s not to say prospects don’t want to be reassured they’ll be supported at work, it’s a balancing act, but job seekers want to understand what they can expect from the management by learning about who’s in charge and how they like to lead. 

This kind of information can be conveyed during the hiring process – both in job descriptions and face-to-face interviews. It’s also something your current workforce can vouch for, so make use of their experiences in videos and post them to your website and/or social media pages.

The fun factor

Yes, it’s a place of work but it’s also where employees spend the vast majority of their week, and job seekers today (particularly millennials) want to see how fun is used to foster a more engaged and successful company.

Whether you host an annual company ball or offer team-building weekends away, job seekers want to know about it, and by highlighting your company’s fun factor you’ll go some way to securing that top talent. 

How do you do it? By giving examples at the end of your job descriptions under ‘perks of working for us’, or posting images and videos of your staff having fun in the name of work online.

If you want help securing top talent for your next role we’ve got all the tools you need to stand out from the crowd. To see more about what we do and how we can help head here.