In a survey conducted by Reed.co.uk, 81% of jobseekers told us that they find looking for a new job stressful*. Given the Covid-19 pandemic, cost-of-living crisis, and copious political changes, you may not be surprised by that number. However, with a quarter (25%) of UK adults currently considering looking for a new role**, knowing how to cut stress and get the best from candidates could help your hiring success. Here’s how:
1. Keep your job adverts clear and concise
Over recent years we have seen an increase in the number of individuals who may be looking to make a career change or move sectors. So much so that seven out of 10 jobseekers would be willing to move industries to help improve their job prospects.
With this in mind, make sure your job adverts are easy to read and clear on what skills and experience level is required for the role – avoiding industry jargon. Keep job descriptions concise and consider utilising formatting options (e.g. font in bold, italics, the use of bullet points) where appropriate to aid readability.
Remember, consistency is key – make sure your job title and salary match the details in the job description.
2. Be inclusive
We asked people why they were not looking for a job right now and respondents cited various reasons**. 46% said that they’re happy in their current roles, 37% said that they value the job security they currently have, and 18% said that they’re nervous to start a new job right now. The two demographics feeling the most nervous about starting a new role right now are disabled candidates (27%) and those aged between 18-24 years old (21%).
Being an inclusive recruiter will widen your talent pool and may help those who are feeling particularly stressed or worried about their job search.
Whether it’s gender-specific job titles, age-related terms (such as ‘highly experienced’ or ‘mature’), or any other potentially sensitive or protected characteristic, avoid using terms with potentially negative or discriminatory connotations. You can find more information as well as tips for avoiding discrimination in job adverts here.
As for what you should highlight: state that you are an equal opportunities employer, share your gender pay gap report, and be transparent about steps your company is taking to become more inclusive and fair.
Other ways to advertise your inclusive culture is to reference your approach to flexible and remote working options, alongside highlighting elements such as your company’s maternity and paternity policy, job sharing, and any childcare benefits – these can all be reassuring features to family-orientated and diverse employees.
3. Set clear expectations around salary
Salary is something that is always high on the priority list for candidates. We recently found that 60% of jobseekers rate salary and compensation as one of the top three most important factors when looking for a role.
Therefore, always include a salary in your job ad. Make sure to highlight any financial benefits too, such as your business’ pension contribution and any bonuses or commission schemes that you offer.
The benefit of advertising a salary is clear: job adverts that include a salary receive 37% more applications than those that don’t and leave candidates with a positive perception of your company.
4. Promote your company culture
Including a company profile on your Reed.co.uk account is an invaluable resource as it gives candidates an insight into your businesses values and culture.
The vast majority of candidates conduct research on a company before they even consider applying for a role as they want to ensure that it would be the right fit for them. Highlight elements of your Employee Value Proposition (EVP) throughout your job adverts – and company profile on Reed.co.uk – to set yourself apart from the competition. Feature the unique benefits candidates can enjoy by working at your company instead of somewhere else.
With trends such as flexible hours, remote working, and employee wellbeing becoming more common expectations among jobseekers, addressing your company values, initiatives and benefits will maximise your odds of attracting the ideal hire.
5. Demystify the process
More than half (51%) of jobseekers told us they expect to hear back from a recruiter within a week***, even if their application has been unsuccessful. This is a clear sign that more can be done to make the recruitment process more transparent – and consequently less stressful for jobseekers. Our tip: set automatic replies to applications signposting time frames for when candidates should expect to hear back from you.
Interviews can be made less stressful, too. Almost half (46%) of jobseekers admit they have felt more nervous about interviewing over Zoom than they did about doing an interview in person. By helping to set expectations with detailed information and logistics about the interview process well ahead of time, you can keep candidates calm and ensure you see the very best of their skills and personality during the interview.
*This online survey was conducted by Atomik Research and consisted of 2,001 UK adults. This survey took place between the 16th – 19th February 2021.
**This online survey was conducted by Atomik Research and consisted of 2,008 adults in the UK (95% were employed and 5% were unemployed). This survey took place between the 4th – 11th February 2022.
***This online survey was conducted by Atomik Research and consisted of 4,461 adults in the UK. This survey took place between January – February 2019.
