Candidate Search Hiring recruiting

4 Ways Candidate Preferences Have Changed Post-Covid

January 13, 2022

Covid-19 has impacted nearly every facet of our lives over the past two years. Companies moved to remote work and had to adjust to new ways of working. Large events shut down, sending the entertainment industry into a prolonged lockdown. And a labor shortage has made recruiters scratch their heads and wonder what they can do to attract and secure the limited talent on the market.

But, recruiters and hiring managers aren’t the only people adapting their styles over the last two years. Job seekers have notably changed their habits and preferences during a time when their leverage and power as a candidate is considerably higher than ever before. To attract and retain these candidates, recruiters need to adjust their strategies and better fit the preferences of today’s employed professionals.

Below are 4 ways the pandemic has changed the way job seekers are searching for work:

The pandemic has changed many things…including how #candidates prefer looking for and choosing between job offers! See what advice @IQTalent Partners has for staying competitive in today’s #hiring market:Click to Tweet

1. Candidates Are Changing Where They Look For Jobs

Traditionally, job boards and company sites were great places for engaging and attracting candidates to your open positions. But, as time changes, so are the places where job seekers are flocking to. Nowadays, many job seekers are using social media to interact with companies and find out information about openings.

While job boards still remain popular, with 60% of job seekers using them to inquire about open roles, the amount of people using these platforms has steadily decreased. Experts expect that over time, job boards will continue to become less popular as recruiting tools for companies.

2. Candidates Are Changing How They Want To Communicate

When COVID first hit, organizations were forced to put in-person activities on hold as workplaces moved to a remote format. Events that were typically done in the office, like meetings, onboarding/training, and performance reviews, had to adjust to the new normal of being conducted virtually. Now, after we’ve had a chance to get used to these changes, job seekers are pushing to continue this new communication style.

Today’s candidates overwhelmingly prefer texting to communicate about the hiring process and schedule interviews. Some people noted that they would even be comfortable conducting their interview over text! While in-person and video interviews continue to be the most popular method, recruiters would benefit from investing in an SMS texting tool or similar solution to stay on top of candidate communications.

3. Cash Still Rules Everything (Or Mostly Everything)

While the kinds of perks and benefits employees want from an employer, have changed over the last year or so, don’t overlook the power of a strong, valuable job offer. Many employees have stated that they would reconsider working for an employer if they were to get another job offer with a higher salary.

It is essential to offer a wide range of perks and benefits for your employees so that you can fit their needs and create a competitive and attractive work environment. But, don’t forget that when it comes to an offer, money talks. A competitive salary is still one of the most important things to a job seeker when comparing and choosing between offers.

Today’s job seekers use social media to find more job listings and research companies. @IQTalent Partners says #recruiters need to lean into this trend to capitalize on the market and secure top #talent:Click to Tweet

4. Culture Is On The Forefront For Candidates

If it seems like company culture has been a buzzword and conversation topic for a while, it’s because it has been. And, it’s because your company culture is more critical to your recruiting efforts than you might understand. Today’s job seekers research the companies they apply to before accepting an offer. They want insight into what daily life is like the kind of workload they’ll face, and whether the employees that work there currently enjoy being a part of the team.

To stay competitive in the hiring space and attract the best talent, be sure that your company culture encourages people to apply and stay with your company for years to come. Just because your company is remote doesn’t mean that you can afford to neglect your company culture. 48% of job seekers say that company culture still takes priority even in remote roles.

Recruiters would benefit from adjusting their strategies to attract and retain top talent. While the labor shortage makes it more challenging to hire strong candidates, it doesn’t make it impossible. By focusing on offering the right benefits, creating a positive and enjoyable work environment, and updating your approaches to candidate communications, you can stay competitive and win over talented employees.

Need some help with tackling hiring in 2022? Our team of talented sourcers can help! Our on-demand model allows you to hire at scale and supports your internal hiring team where you need it most. To learn more about how IQTalent Partners can help you reach your headcount goals in 2022, reach out to us today.

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