“Dear Recruiters: If you want talent, start with transparency”
Job hunting today feels like navigating a maze blindfolded. A mixture of vague job descriptions, key buzz words, and missing salary info, it’s no wonder candidates feel disillusioned. But that got me wondering, if the job of recruiters is to recruit, then why are they holding back from doing all they can to attract great people.
The Salary elephant in the room
I’ve been perusing job postings on LinkedIn. It’s infuriating. It’s not just LinkedIn, and I know recruiters have their reasons, but let’s start with the obvious – put the salary on the advert!
Recruitment is about attracting prospective candidates, you know what you’re willing to pay, so why the mystery? Transparency isn’t just respectful, it’s strategic. This could be the start of a long, successful relationship.
All take and no give
I see huge list of demands you have of the individual who will fill this role and the experience you want them to bring to your company, but not telling us how much you’re prepared to pay for what you’re demanding is a missed opportunity and signal that something may be off.
Applicants want, no, they need to be able to make informed decisions.
They need to know if the job will cover their living expenses.
If it doesn’t that’s not a deal-breaker, they may really want to work for you or do that type of work, but they need to consider if or how they can make it work.
Don’t waste their time and yours with application processes that come to a dead end once the reality becomes clear.
How perky are your perks?
Is it a perk, or PR?
Here’s how that list may land with potential candidates.
- Holidays: Thank you very much – anything over the bare minimum is appreciated, but please don’t try to make it sound better than it is by including bank holidays.
- Pension: OK, thanks – that’a a legal requirement but good to know.
- Employee Assistance Programme: Pretty standard these days as most business seem to want to outsource the care for their employees. My concern is, is working there going to mean I need to turn to the EAP?
- Discounted shopping vouchers: Hmmm, I’m not really in to shopping, but sounds good for those that might be. I don’t know what the salary is so not sure I can even afford to utilise shopping vouchers.
- Hybrid working: 3 days in the office. That’s probably 3 days too many for most people these days but OK. I wonder, what work will I be doing on those three days that I can’t do remotely?
- Annual Performance Review: Hmmm, is this related to a potential bonus?
- Private Medical: Yes, Well done, very good. Happy with that.
- Company fun days: Great – if they’re genuinely inclusive and not just a tickbox exercise.
- Cycle scheme: Sounds good, but on those days I’m in the office I’ll be driving as it’s an hour commute.
- Free parking – excellent. Mind you, if I work remotely, I don’t even need to put petrol in the car, I don’t even need a car!
OK, I jest a little… that’s all well and good, some things will be more valuable to some than others.
What employees really want
In my leadership experience, I’ve seen firsthand what employees really want, what keeps them at your company, forget the beanbags and free coffee because it’s rarely found in a benefits list:
The tools to do the job
It’s the basics. Are your systems and processes fit for purpose? Do your employees have what they need to do their job efficiently and effectively?
Enough colleagues
Do you employ enough people to manage the work volumes appropriately? In a World that’s cutting staff and hoping AI will take over, until you have found a way to replace humans properly, your employees want to know there are enough of them to provide even the most basic service to your customers. This will support mental and physical wellbeing.
A genuinely supportive culture
Businesses talk about a lot about culture, but the reality can be very different. What really matters is how your employees feel on a Sunday evening…
Professional development opportunities
So easy to say but so hard to deliver for some. Stagnation and feeling stuck will force your best people to pursue greener pastures. Provide genuine development opportunities. Cost-cutting is no excuse, if you’re reducing headcount, even more reason to invest in your employees.
‘Proper’ flexible working
Not a token day working remotely. if you want employees on site, there has to be a genuine benefit to it.
Respect and appreciation
Regardless of the position in the hierarchy, you’re dealing with humans, and humans are entitled to feel respected and appreciated for the work they do for your company.
Safety
Emotional and physical. Are they safe to share their opinion, to make mistakes, to be themselves?
If you’re hiring, ask yourself: Would you apply for your own job ad?
And if you’re job hunting—what are your non-negotiables?
Think Can Will 