Candidates’ expectations, a transformation of employment

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Are candidates’ expectations still the same as before the pandemic to find a job? The last two years have had a significant impact on the labour market. Many employees decide during the confinements to reorient themselves, to change positions to meet their aspirations. Since employment resumes, companies see their activity resume, job offers return to recruitment platforms. What are the recruitment trends? What are the expectations of candidates for the “ideal” position?

The expectations of the candidates in terms of the pace of work

The pandemic has brought considerable changes for companies, but also for employees. The implementation of teleworking is one of these novelties. Indeed, before the beginning of the virus, few companies offered this operation alternating work from home and on site. The first lockdown in March 2020 marked this shift definitively, with the closure of businesses.

Employees, lost at first, quickly got used to this operation. So much so that today, the place of telework remains precious in their expectations. For the expectations of candidates looking for a position, teleworking is also a factor of attractiveness. Indeed, teleworking makes it possible to reduce travel time, to be at home and therefore to have more time to devote to other activities.

In addition, with the advent of teleworking, candidates looking for a job can go outside their department, even their region. Many companies offer positions in full teleworking, which appeals to candidates, especially in sectors that allow it such as Digital.

Thus, more than 7 out of 10 candidates want to telework at least 3 days a week. An evolution that shows that the expectations of candidates follow the evolution of the work. A model that determines how the company can seduce them.

Candidats emploi travail
Candidates are sensitive to teleworking.

A recruitment method to review for companies?

In addition to candidates’ expectations regarding teleworking and travel time between home and work, another element impacts applications. These are the recruitment processes employed by companies. If several years ago recruitment consisted of an interview with the company director or manager, things have changed. Just like the expectations of candidates, who hope for a simple and fast recruitment.

But now the interviews are longer. Several interviews, especially if the recruiting company goes through a headhunter, but also practical cases. These are “works” concerning cases that the candidate must address and resolve. “Exercises” that allow the recruiter to see if the candidate has skills, knowledge, and see his motivation for the position.

But candidates’ expectations do not tend towards such long recruitments. 71% of candidates even say they are disappointed with their recruitment experience, believing for 38% that a recruitment process of more than one to two weeks is already too long; compared to 61% once the three weeks between the first interview and the decision are reached. Will companies move towards facilitating recruitment, and adapting positions to meet the expectations of post-pandemic candidates?

Sources:

Meteojob unveils the results of its survey on candidates’ expectations. Press release published on January 11, 2022

Expectations candidates – recruiters: Results of the Monster IFOP study

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