I recently attended a talk to discuss the future demands of candidates in 2023 and what employers need to do to stay ahead of the competition.?
Given the change in the needs and demands of the global workforce over the 2019, 2020, 2021 & 2022 period - is it even possible to predict what is needed from employers??
Here are my personal predictions going into 2023;
Flexible hours will over flexible location
- More and more, employees are seeing the benefits of a hybrid office culture, remote first will overtake fully remote as the number one demand.?
- What that in mind - employers may have to become more flexible with working hours; the ability to travel into the office just 1 hour later is often quicker, cheaper and safer so being stuck to a 9-5 culture may be detrimental.
- Having a company wide flexible working policy is not flexible. The ability to accommodate an individual's situation is.
- 36% of employees report symptoms of burnout when there is no flexibility in their hours. Only 14% when flexibility is offered. The health of the employee will improve the wealth of the employer
Flexibility alone will not be enough
- Whilst the requirement for flexible working is still high across the millennial and gen-z population, across the board flexibility was actually below “workplace and culture” in terms of candidate demand according to Forbes.
Workplace and culture that people will want to be part of?
- This all begins at your interview process. People can read about your culture online but the first opportunity to actually implement this yourself, is the first time you get to speak to the candidate. Be transparent, be honest and be open - times have been tough for businesses over the last 3 years. Be honest about the challenges you have faced and what you’re trying to achieve moving forward. People respect transparency and ultimately this improves retention
- A company policy can be over-ridden by management - Managers are closest to their teams, empowering them to say “start late tomorrow”, “take a day off” and be reactive to their teams personal situation and development is key. They should not be restricted by “but our policy is x”. Reactive flexibility will be key.
- Encourage but don’t force in person interaction - Team events, Team building sessions, Dog friendly offices, Activities should be part of the everyday. Never ask someone to come in but give them a reason to want to.?The option should be there.
- Drive a “Flat culture” over "Flat structure" - it’s impossible to be flat structured at a scaling organisation, of course you need leaders - but encouraging a flat culture is crucial - what do I mean here? Every employee should feel comfortable pitching an idea or a feeling to anyone in the business (irrespective of corporate title). Encouraging cross line collaboration is crucial for company culture and ultimately a successful business.
- There will be a huge shift in product over name - let me explain what I mean; people will become far more invested in the product or service their company provides rather than whether the name at the top of their payslip is known or even reputable.
- This shift has largely been led by the Gen Z population who no longer look to the Big 4, or Tier 1 Investment bank’s for their Grad programs and instead look for a start-up building something they’re interested in.
- So what does this mean for Talent attraction? 73% of 18-34 year olds found their last job via social rather than job boards or recruitment agents.
- Social media is the new power house in Talent attraction
- Typically, Instagram, LinkedIn, TikTok and the likes have been a chance for employers to sell their product to customers. These channels will see a shift (or a multi outreach strategy as a minimum) to become more talent focused = “this is life at xyz”, “hear from our team”
In summary, 2023 will still demand high levels of flexibility. But the days of 2020 / 2021 / 2022 when employers could say "we're fully remote so we will get the best talent" are over. Employers than continuously adapt and listen to ideas will always be the real winners.
