The job seekers have spoken: when it comes to your company’s most compelling features, equity RULES. A recent ZipRecruiter survey states that 48% of job seekers are more likely to apply to a job when employers issue a statement of commitment to diversity and inclusion.
Additionally, 49% said they are more likely to apply to a job if the company offers programs to recruit diverse talent.
Lastly, over half of survey respondents would be more drawn to a company that offered diversity and inclusion training programs.
So to support a diverse workplace, don’t just say you’re for D&I. Make it an integral part of your company’s DNA.
Ah, home sweet work! In the past, working remotely was a luxury for employees. In 2020, it was a necessity. But in the future, it’s an affirmation that shows new hires YOU are a safety-minded, forward-thinking company. In fact, one of the highest-ranked benefits by job seekers today is being able to work from home. So, to win over the brightest from anywhere, consider shifting to a mostly or fully remote workspace.
To do this seamlessly, you want to make sure to provide a remote onboarding program that includes a calendar of virtual events to keep new employees engaged, a digital guidebook that gives managers ways to support their new hires remotely, and self-paced online learning courses — so employees can learn when it’s most convenient for them.
You also want to optimize your remote workspace to keep the lines of communication open. So, make sure your company leverages online platforms and tools like Zoom, Slack, and Google Meet.
Want to find the best person for your job? Ditch the old school, gender-biased lingo. The payoff could be HUGE. In fact, data scientists found that job listings with gender-neutral wording got 42% more responses.
If you’re unclear what gender-biased language is, it means words that are associated with masculine or feminine stereotypes. For example, some words that skew feminine include “support,” “understand,” and “nurture.” Words that veer more masculine are “leader,” “aggressive,” and “ambitious.” But if you fail to swap out words like these in your job posts for more gender-neutral wording, you could be reducing the talent that’s attracted to your business.
So don’t limit your possibilities. Take the extra time to edit your job description, and leave the door wide open for the most qualified candidates to apply.
Titles, schmitles. In 2021, what candidates can DO matters more.
According to a recent job seeker survey, 93% of respondents are open to taking a position that they have the skills for, but is not exact to their most recent job title. And 72% said they’d be more likely to take positions outside of their industry/area of expertise than they were before COVID.
This means that you want to get your jobs in front of a broad range of candidates. Also, you shouldn’t be afraid to reach out to job seekers that have the skills you need, but may not have worked in your industry before. Do these things, and you’ll cast a wider net to find the most talented new hires.
Enquiring job seekers want to know: what are YOU doing to prioritize their health and safety? A recent survey found that, of job seekers who are actually looking, 53% of job seekers are open to work as long as safety precautions are in place. So, if you want to reel in the candidates, you’ve got to be as transparent as plexiglass. In your job description, be sure to explain how you’ve adapted your workspace to keep your employees safer.
When you show candidates how you’ve updated your health and safety measures, they’ll be much more willing to apply to your open roles.
In fact, research shows that as quickly as companies have adjusted to new challenges, job seekers have shown they can be flexible and resilient, too. They’re more open to new opportunities. And overall, they feel more optimistic about the future.