The Cautious Candidate

Last week in a Sourcing Excellence meeting with our LinkedIn strategic partner Dina Hassan we talked about the current landscape, candidate behaviour and predicted industry movement.

In the Defence, Energy and Engineering sectors things are really busy right now at AMS . Our prospect pipeline in the sector is hot and the clients we partner with are seeing some of their highest volumes and demands. All this is taking place amid a predicted softening economy, threats of recession and global tech layoffs.

Recently our Global MD Jim Sykes published an article around the passive candidate and the somewhat contrasting views that a so-called passive candidate is often seen to be of a higher value.

During our discussion on the topic Dina used the term ‘Cautious Candidate’ which immediately resonated with me, I paused, reflected and thought out loud that it perfectly described the mindset of the candidate audience, particularly in the current climate.

By definition passive means accepting or allowing what happens or what others do, without active response or resistance. It indicates a lack of action or opinion.

Whereas cautious describes a person as careful to avoid potential problems or dangers

As a group, we reflected on how the ‘cautious candidate’ is so much more fitting of the current candidate mindset. People are still interested in hearing about fantastic, new career opportunities but are far more diligent in their decision-making, and far less inclined to take risks that would jeopardise the security they may currently have.

The so-called war for talent finished a long time ago when Talent clearly won, it then became the war for engagement. The ability to stand out from the crowd in a sea of content and give people a reason to engage in conversation or with content.

Combine this with the emerging needs of organisations to adapt to new values of work. The increased importance of supporting well-being, flexibility, and lifestyle.?

The cautious candidate is right to be, people choose their next employer and manager now to complement their portfolio career and fit around their ‘ways of living’, not ways of working.

With that in mind transparent value propositions are paramount. A window of authentic insight into what it is like to work for an organisation needs to be just that. It so quickly becomes apparent if the manufactured elevator pitch is a veneer.

·??????According to a survey by Talent Board, only 44% of candidates receive communication from employers after they apply for a job. This lack of communication can lead to frustration and a negative candidate experience, emphasizing the need for employers to improve their communication processes.

·??????A survey by CareerArc found that 75% of job seekers consider an employer's brand before applying for a job, highlighting the importance of employer branding in attracting top talent.

·??????According to LinkedIn's Talent Trends Report, 70% of professionals want to know about a company's values and culture before accepting a job. In addition, 77% of professionals are open to new job opportunities if the employer actively promotes its culture and values.

These statistics validate having a transparent employer brand can be a key factor in attracting and retaining top talent. By being open and real about your company's culture, values, and reputation, you can build trust and credibility with potential employees, and ultimately create a more engaged and committed workforce. There really is no better employer brand than the voice of your current employees. Harness and promote what they have to say that really makes your company a great place to work for reasons that aren’t manufactured.

Engagement needs to be relevant, innovative, and honest. Help the cautious candidate to count themselves in, and out. Give them what they need to make an informed decision and minimise the risks of dipping their toe in the candidate experience waters without wasting their own or potential employers' time.

I have added the phrase ‘cautious candidate’ to my TA vocabulary now and thank Dina Hassan for that.