Statistics Employers Should Keep in Mind in 2021

As the job market continues to heal and the unemployment rate inches closer to the pre-COVID 3.5 percent, employers are working hard to become more marketable. With the increase of remote positions, inclusive workplaces, and upskilling, employers must finetune their brand and assure work-life balance is achievable for their team. 

Earlier this month, the team at Glassdoor For Employers pieced together 45 statistics employers need to review in order to shape a healthy recruitment model and attract top talent. We review a few of our favorites below:

COVID-19: Health & Safety

As companies continue to reopen offices and create hybrid positions, the wellness of employees cannot be taken lightly. Ensuring the proper health and safety protocols are in place is an essential piece to retaining your key employees and attracting new candidates. Beyond the tangible health and safety measures, employers must stay attuned to their responsibilities of their team’s mental health as well.

  • 86% of employees say they would prefer to continue working from home, at least in a hybrid role, when their office reopens.
  • 68% of hiring managers say remote work is working better than when they first started working remotely in 2020. Reasons included reduced non-essential meetings (70%) and increased schedule flexibility (60%).
  • The challenges of working from home: 20% cited they lack interactions and often feel isolated when working from home, and 16% don’t have a home office or dedicated space, so they feel distracted.
  • 70% agree that employees should be required to get a COVID-19 vaccine in order to return to the office.

Employer Branding

Over 85% of job-seekers admit to searching a company’s reviews before choosing to interview. Whether it is on Glassdoor, Indeed, LinkedIn, or another social platform, responding to past or present employees plays an essential role in your future hires. A strong brand will not only help you attract top talent but will help you retain your top employees as well. 

  • 86% of HR professionals surveyed indicated recruitment is becoming more like marketing.
  • 75% of active job seekers are likely to apply to a job if the employer actively manages its employer brand.
  • 92% of people would consider changing jobs if offered a role with a company with an excellent corporate reputation.
  • Employee voice is 3x more credible than the CEO’s when talking about working conditions in that company.

Diversity

How much does diversity matter to job seekers? 76% of job-seekers and employees reported a diverse workforce as a critical factor when evaluating companies and job offers. In addition to the expanded creativity and innovation that a more inclusive workforce provides, the McKinsey firm also found that ethnically diverse and gender-diverse companies have proven to be more profitable.

  • About 1 in 3 employees and job seekers (32%) would not apply for a job at a company with a lack of diversity among its workforce. 
  • 71% of employees would be more likely to share experiences and opinions on diversity & inclusion at their company if they could do so anonymously.
  • Nearly half of Black (47%) and Hispanic (49%) job seekers and employees have quit a job after witnessing or experiencing discrimination at work, significantly higher than white (38%) job seekers and employees.

Work-Life Balance

As the stress and fatigue behind the 40+ hour work weeks continue to be spotlighted, the value of a healthy work-life balance is becoming more fundamental. Enhanced by the remote work shift, the blurred lines between work life and home life are a gateway to career burnout that cannot be ignored.

  • 70% of employees said that their work defines their sense of purpose. Still, only 15% of frontline managers and frontline employees say they live their purpose at work, compared with 85% of executives and upper management.
  • Employees on average are working three more hours per day than before the pandemic.
  • 41% of workers feel ‘burnt out’ at work, and 45% feel emotionally drained.
  • A survey at Imperative found that people who engage in peer coaching are 65% more likely to feel fulfilled; 67% more likely to report being a top performer; 73% more likely to report feeling a sense of belonging; and 50% more likely to expect to stay in their job for more than five years.

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Recruitment Marketing: Get Top Talent To Your Active Listings

Nearly one year ago, Americans saw the unemployment rate hit a high of 15%. Today, according to the Bureau of Labor Statistics, we sit at 6.2% (~ 10 million Americans). While the unemployment rate continues to creep back towards its original 3.8%-3.9% baseline, there is still some progress left to be made. According to Monster’s Future of Work Report, bright times are ahead as 82% of U.S. employers reveal plans to hire in 2021.

However, with the influx of job seekers eager for a new opportunity, it is an arduous process filtering out the underqualified candidates and luring in the elite ones. From employer branding and paid advertising to candidate engagement, your recruitment marketing strategy plays an essential role in building your candidate pipeline with top talent. With the help of the team at Pragna Solutions, we reveal their four stages to a well-rounded recruitment marketing model:

1. Entice

The virtual aspect of the hiring process brings difficulties through candidate assessments and pre-interview screenings. Not to mention, the most qualified candidates may be carrying a different job while passively looking for the ‘right opportunity.’ When you do find that all-star candidate, chances are that other employers found them too, and they are weighing multiple offers. However, the right features can turn any passive candidate into an active one. 

In a recent survey from Monster, they uncovered the five job features candidates want out of their employers:

 – Flexible Work Schedules (38%)

 – Salary Protection (35%)

 – Health Policies & Protocols (30%)

 – Training staff to the new ways of working (29%)

 – Shifting to a more remote work environment (25%)

Showcase your company as a great company to work for by spotlighting your recent successes, awards/recognition and offering a taste of the company’s culture.

2. Engage

Outside of simply posting your job to your website or sharing it on Facebook or LinkedIn, there are other means to finding great candidates. Be sure to utilize the networking tools across social media to begin a direct conversation. Don’t wait on job-seekers to make the first move on an opportunity that may have never crossed their screen. Utilize features such as LinkedIn’s ‘Open to work’ tab or LinkedIn Groups to make personal connections. 

As conversations with qualified candidates progress, you will learn the specifics they are looking for in their next job and let them know they are attainable. The more candidates you converse with, the more you will uncover the employer persona you need to match. Through these intentional recruitment marketing efforts, the highly qualified candidates will start coming to you rather than the other way around.

3. Convert

When the candidate has expressed interest in your company, now it is time to make the final push. Stay gently persistent as you keep them engaged. If you start overselling the job, you will create an uncomfortable situation that may cause them to back out. Provide specific details to the job opening, the growth they can achieve (and be a part of), and how the opportunity matches up with other jobs in the market. When you are just moments away from that signed contract, you can reveal all the compensation, bonus, perks, and benefits that come along with the role. 

4. Hire

Maintain the mindset of a marketer for your recruitment success. The employees you want as a part of your team will be resourceful and selective in their research, so you must do the same. Don’t continue to view candidates as just another resume, but rather as consumers wanting to be impressed and won over. To receive the best-of-the-best, you must place yourself in their shoes and cater to their desires. 

Job Description Insight

Conduct research into the jobs available in your shared location, industry, or job title. From the position title, opening hook, and company insight to the role’s ins and outs, bringing in the best candidates demands relevant keywords and compelling language. In the end, ask the difficult question, “Would I apply for this job after reading this?” If you answer ‘No’ and can point to a reason, you know where to begin. If you are struggling to construct the perfect job description, here is a brief guide for you.

Want more tips? Check out these 15 ways Forbes Coaches Council recommends you ‘switch up’ your hiring strategy to attract the ideal candidate.

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Using Technology To Keep Your Remote Teams Engaged

With the increase in employees operating remotely across the country, there is a substantial need for new technologies and innovations to upkeep productivity. The rise of Zoom was just one example of a platform that presented a quick solution to many organizations’ biggest fears.

Thanks to these technologies, companies are beginning to open new positions that start on a remote basis (some even permanently). Just this past week, I spoke with a prospective client who was forced to transition all their Sales Representative positions from the traditional ‘in-person’ model to a phone and web-based model. Despite this unfortunate circumstance, there is still an opportunity for his company and sales team to expand courtesy of decreased travel expenses and increased time at hand. 

Are you struggling to maintain team chemistry and attract top candidates to your job listings? Our friends at Nexxt recently dived into a few of the top tech-based tools leading the way. We review contributor Julie Shenkman’s top examples below:

Talent Recruitment

Are you extending your best effort when it comes to collecting visibility amidst the remote workforce? In developing an effective talent recruitment strategy, Julie strongly advises using a reliable recruitment marketing resource for your posting and promoting. Top examples include LinkedIn/LinkedIn Recruiter, CareerBuilder, Glassdoor, Hootsuite, Workforce, and more.

According to a recent U.S. technology research survey, the number of employees permanently working from home is set to double globally. Gone are the days of shying away from remote employees due to a fear of a lack of control. Julie believes using an online job site will help the right candidates discover your employer profile. “No matter their location, it lets them learn more about your company and its culture. That being said, it’s important to post as much valuable information about the open positions and your company within the job listing as possible, without it becoming information overloaded. You will want to make sure that the position clearly states it is open to remote employees applying.”

Employee Onboarding

Onboarding a new remote hire can be quite a challenge, but technological advances continue to ease the process. With an increased level of communication and resources, employees can stay much more connected throughout their transitions. Today, there are plenty of proven examples in various industries of how organizations are positively implementing new hires into their environment and culture from home. The Nexxt team details Oracle Human Capital Management as an excellent resource in providing agility, adaptability, and a ‘human touch’ through technology to businesses. The program is designed to make department training, performance management, and payroll more seamless.

Team Engagement

Was your company big on company-wide outings, team lunches, or happy hours to celebrate organizational ‘wins’ or to blow off some steam? It can be easy to feel disconnected when these luxuries fade away, but having a substitute is critical to maintaining team morale and cultivating passion. One solution Julie offers is implementing an online recognition software to strengthen workplace culture and values and enhance engagement. Everyone wants to be recognized, and through your intentionality, you can continue to celebrate strong performances, birthdays, and work anniversaries.

“Working remotely improves the health and wellness of employees by reducing stress—and limiting exposure to potentially sick coworkers.” -WeWork, 2020

Wrap Up

What technologies can best benefit your company and its unique needs? When you keep your remote employees top of mind and implement these strategies, you will better identify a model of success. “With a diverse set of remote employees actively searching for a job or already working from around the country, or even the globe, considering their unique needs is essential to the success of maintaining a well-engaged workforce.”

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