Abut the Candidate: Getting to know Today’s Job Market

In today’s highly competitive job market, attracting and retaining top talent has become a strategic priority for organizations. Companies are no longer solely evaluated based on their products or services but also on their ability to provide a positive and engaging candidate experience.

What goes beyond the resume?

Candidates now expect more than just a transactional application process—they seek meaningful interactions, transparent communication, and a glimpse into the company’s culture and values.

What does this mean?

Recognizing the pivotal role of candidate experience in talent acquisition, HR professionals and recruiters are shifting their focus beyond traditional hiring metrics.

They understand that each touchpoint with a potential candidate is an opportunity to showcase their organization’s employer brand and make a lasting impression. 

Creating a Positive Candidate Experience

This blog delves into the significance of candidate experience and explores strategies that HR professionals can adopt to create an exceptional journey for candidates. From the initial application to the final decision-making stage, we will uncover the key elements that contribute to a positive candidate experience, examine the potential benefits for organizations, and provide practical insights to elevate your talent acquisition efforts. 

Join us on this enlightening journey as we unlock the secrets to nurturing a candidate-centric approach and unleash the potential of candidate experience to attract, engage, and retain the best talent in today’s competitive landscape.

Key Elements of a Positive Candidate Experience

Let’s dive in and explore the world of candidate experience and its transformative impact on your organization’s recruitment success.

• Application Process: The first interaction a candidate has with an organization is often through the application process. A seamless and user-friendly application system sets the tone for a positive candidate experience. Lengthy, complex, or confusing applications can deter qualified candidates and create a negative impression. 
• Communication and Timeliness: Prompt and transparent communication is crucial in building trust and maintaining a positive candidate experience. Regular updates, timely responses to inquiries, and clear expectations regarding the hiring timeline can significantly impact a candidate’s perception of the organization. According to Linkedin, 48% candidates responded positively to receiving interview information and the recruiting process ahead of time. 
• Interview Process: The interview stage is a critical juncture where organizations have an opportunity to showcase their culture, values, and professionalism. Factors such as interview format, interviewer preparedness, and the overall candidate experience during interviews play a vital role in shaping the candidate’s opinion about the organization. 
• Employer Branding: 86% jobseekers checked and reviewed ratings before deciding on applying for their role (Glassdoor, 2021). A strong employer brand can enhance the candidate experience by attracting qualified candidates and creating a positive perception of the organization. Consistent messaging, a compelling career website, and positive online reviews contribute to a favorable candidate experience.
• Feedback and Closure: Providing timely and constructive feedback to candidates, regardless of the outcome, demonstrates respect and professionalism. Leaving candidates with a positive impression, even if they were not selected, can lead to referrals and a favorable employer reputation.
• Onboarding and Assimilation: Once a candidate accepts an offer, the onboarding process sets the tone for their journey as an employee. A structured and welcoming onboarding program helps new hires feel valued, supported, and prepared for their role, contributing to a positive employee experience from the outset. According to Sapling HR (2022), 71% employees felt more prepared to do their job after a good onboarding program provided by their employers.

Conclusion

Candidate experience is no longer an afterthought in the recruitment process; it’s a critical component of successful talent acquisition and retention. By understanding and addressing the various factors that impact candidate experience, organizations can create a positive, engaging, and memorable journey for job seekers. From the initial application to onboarding, every touchpoint provides an opportunity to showcase an organization’s values, culture, and commitment to its people. Prioritizing candidate experience not only attracts top talent but also contributes to building a strong employer brand and fostering long-term relationships with candidates. By investing in and enhancing the candidate experience, organizations can unlock the path to recruitment success in the modern era.

Cars are not the only thing that is going hybrid. The workforce has been on a significant curve due to the pandemic, forcing companies to adopt remote work arrangements. As a result, many are now considering a hybrid work model. 

The COVID-19 pandemic has accelerated the trend toward remote and flexible working hours. Many companies have had to adapt to remote work quickly and have discovered that it can be just as effective, if not more so, than traditional office-based work. As a result, employees have become more accustomed to working from home, and the demand for flexibility has grown.

A hybrid work model is a flexible work arrangement in which employees split their time between working remotely and in the office. This new way of working provides a balance between the flexibility and autonomy of remote work and the collaboration and face-to-face interaction of office work. 

Did you know? A report by McKinsey has revealed that flexibility has now become one of the top three reasons employees accept their new job.

Flexibility and well-being are now highly valued by employees. More than two in five workers have made the lack of flexible working options a deal-breaker. The drive for improved work-life balance has shifted the employee demand for better flexibility in the workplace. The ability to achieve a better balance between work and personal life is seen as a key factor in maintaining overall well-being, including physical and mental health. Flexible work arrangements can lead to improved productivity, as employees can work in the most comfortable and conducive environment. Companies that can offer these types of flexible arrangements can attract and retain top talent, improving employee well-being and productivity.

A study by Microsoft revealed that 87% of employees report being more productive when working remotely. However, the confidence of leaders and supervisors in the implementation of the hybrid method and their employees’ productivity is crucial to prevent productivity paranoia. In a global survey commissioned by PwC, 57% of 3,975 companies reported that over the 12 months of implementing hybrid work, their organization had improved their performance and productivity targets. 

Implementing a hybrid work model can provide many benefits to companies, including increased job satisfaction, cost savings, and the ability to attract and retain top talent. It can also help to ensure business continuity, increase flexibility and have environmental benefits. 

Although, transitioning to hybrid work mode has some challenges to be considered. Ensuring all employees have the necessary technology and equipment to work effectively from home. This includes a reliable internet connection, a computer or laptop, and other tools or software that may be required for their role. Another challenge is communication and collaboration. When working remotely, it can be more difficult to maintain the same level of communication and collaboration as when everyone is in the office. Companies may need to invest in new communication and collaboration tools, such as video conferencing software, and establish clear guidelines and protocols for remote communication. 

Another challenge is to ensure that remote workers are included in meaningful conversations and decision-making processes. Maintaining regular communication and ensuring engagement between employees is essential, even if they are remote. 

In conclusion, hybrid work offers a new way of working that balances the benefits of remote work with the advantages of working in the office. It provides a flexible, adaptable solution that can improve work-life balance, increase productivity and well-being, and help companies to attract and retain top talent. While hybrid work may not be suitable for every company or every employee, it is worth considering as an option for those looking to embrace the changing nature of work in the 21st century. By embracing hybrid work, companies can stay ahead of the curve, meet the changing needs of their employees, and remain competitive in a rapidly evolving business landscape.

As the days get warmer, string lights illuminate the streets, with Christmas decorations placed up everywhere: December is here, and Christmas is just around the corner!

Christmas is all about appreciation and gratitude. Acknowledging the individual and collective team is vital to improving employees’ job satisfaction and company culture. Fostering a positive company culture can increase employees’ productivity and well-being. A study by Oxford University found that employees are 13% more productive when happy.

The year-end celebration is a perfect way to wrap up the year and bond the team. Encouraging better connections between employees creates an inclusive and positive company culture, which brings in opportunities for amplifying employees’ abilities and creativity. 

As we start the countdown to Christmas, here are some ways you can bring up the Christmas spirit in your team:

1 Decorating the Office

Placing up Christmas decorations can add a touch of warmth during the festive season. Putting little wreaths and ornaments around the office can spruce up the space. Although, be mindful of the space and decoration to ensure the office is a safe working environment. Some spots to decorate can be the hallways, lunch room, bathroom, windows, etc. You could also collectively set up a Christmas tree as a part of a bonding activity with your team.

2 – Secret Santa

Secret Santa is a fun and easy way to get in the festive spirit. The activity involves anonymous gift exchange between a group of people, in which each person is randomly assigned to a person to exchange that gift. Start by randomly drawing names of participating members to assign a Secret Santa to each participant. Then set a spending limit and exchange date ahead so your team can plan ahead to shop for gifts. On the exchange day, each participant opens up their present and tries to guess their Secret Santa.

Need some gift ideas for your co-worker? Head over to our Christmas gift guide.

3 – Potluck 

Potlucks bring in various cultures and people to participate in a feast. Planning for a potluck encourages people to communicate and engage with one another to coordinate the foods each person will bring. Organizing a potluck allows you to get to know your co-worker. It enables you to get to know your co-workers and introduces you to new foods from different cultures.

4 – Gingerbread House Decorating Competition 

What’s a better team-building activity than a little friendly competition? Building gingerbread houses is a fun group activity that encourages creativity and cooperation. Friendly competition can foster positive company culture and increase the engagement of employees. In teams, participants are provided with the gingerbread house kit, giving them creative direction to build their gingerbread houses to ensure they have the best-looking house. 

5 – Christmas Party

Christmas parties are perfect for the team to get together and catch up with each other. The end-of-year celebration gives the team recognition for the milestones and sets goals for the following year. Christmas parties can motivate and boost employee morale by building a sense of togetherness in the team. It’s a great way to treat yourself and your team for the effort everyone pulls in for the year.

Has the term “Third Space” flown past you yet? The idea of a third space in (or in addition to) the office has been making major waves over the last year. This is true in both discussions by HR professionals and in cheques cashed by corporations. Companies which are leaders in employee satisfaction and recruitment have been looking to expand into third spaces in a big way. They’re viewing it as a way to become more appealing in the job market and become a better place to work. Though, what actually is a third space? And why are employers so quick to jump on board? In this article we’re going to cover what a third space is, why it’s suddenly appearing, and how the market for them is shaping up.

What is a Third Space?

A third space is as it sounds. A third space which isn’t the office and isn’t the home. A place of socialisation such as a bar, mall or place of worship. They’ve always been around but now corporations are thinking of how to use these spaces to boost productivity. Shaping a third space into a place where work is encouraged. An example of such a space is the coffee shop. The coffee shop has been in use as a corporate third space long before the term picked up traction. Consider every job interview you’ve done, or seen, where were they held? It is not uncommon to first meet for a job over coffee rather than a conference room. This is because the coffee shop environment offers a more relaxed setting, potentially more fitted to an early interaction. The coffee shop interview leaves the corporate tension at the office whilst also allowing a space for communication. This is exactly what businesses are aiming to do with third spaces. Though, corporations are picking up on the fact that this doesn’t have to be limited to interviews.

Konrad Putzier, a real estate reporter at the Wall Street Journal, describes working in a third space as “the coffee shop experience”. That it was a space for remote colleagues to gather, whilst also being focused on individual work. The bridge between remote work and the complete return to the office.

Why are third spaces picking up traction?

In the post-pandemic climate, office culture takes on a new shape. After covid-19 normalised working from home, reluctancy to move back into the office rose. The office space doesn’t have the benefits or comforts that employees now expect. However, on the flip side, the home suffer from a lack of in-person communication. Additionally, being stuck at home day in and out can grow tiring and under stimulating. This explains a large part of the move towards third spaces. Employees are no longer satisfied with the office. At the same time, remote working may not offer enough socialisation.

How are companies responding?

Companies are ready to utilise third spaces in a range of ways. Either to create work-focused areas, or to encouraging team building or relaxation. If you enter the discussion surrounding third spaces you’ll most likely find companies taking one of three approaches.

1. Workcations

The first is the workcation approach. Salesforce is a leader in this area, and we’re not surprised. Salesforce has long tried to establish itself as one of the best places to work. Offering employees flexible schedules, free snacks, and a variety of other perks. What Forbes is calling a ‘new employee working centre’ is really shaping up to be more of a retreat. Trailblazer Ranch is going to set the tone for new recruits in it’s use as a space for employee onboarding, training, and socialising. Though, the space will also offer yoga, art journalism, and meditation sessions according to Mr. Brent Hyder, President and Chief People Officer of Salesforce. The idea behind this third space is to give employees a spot to connect with one another. It is a blend between a wellness retreat and a space to grow together as a company.

Another company working in this space is Wander. Wander is an accommodation service nestled somewhere between an AirBnB and a hotel. They advertise stays at high quality smart-homes across the US and they’re keenly aware of the third space needs. On their website they advertise the choice of a workcation with Wander “You don’t have to unplug to unwind”. They provide all the necessary equipment for a great working-from home experience, even if you’re not at home. Their B2B marketing advertises the use of Wander for an employee perk or retreat. If a company needs to host a workcation, without buying a block of land, this is their company.

2. Blended and flexible work

IWG likes to say that they are the “global leader in hybrid working”. Back in March, they began a venture with the Instant Group hoping to become the ‘Airbnb for office spaces’. The new venture will allow tenants to book spaces including IWG managed offices, hotel meeting rooms and vacant offices. As a part of their marketing, IWG considers these flexible spaces as suitable third spaces. Whilst a rented office may not have enough to qualify as a third space. A hotel meeting room is exactly the type of space which could. This isn’t as relaxed as a workcation but is a middle ground space to step out of the office. Hosting a meeting in a space outside the office walls has a range of potential benefits. Aside from a potentially better location, there is additional benefits of the ambience, technology, and service available. Meeting outside the office could promote socialisation, or start the meeting off with a fresher energy.

3. Third spaces which are just offices with extra steps

Third space is, really in this context, a loosely defined term. This is why some office spaces are being considered as third spaces as well. Office spaces with expansive break rooms, libraries or lounges may be spoken about as third spaces. For example, HBC has been on a mission to create relaxed working spaces out of old department stores. Due to the nature of the office, it mimics that of a third space. Though, if it’s made into a primary place of work, it’s worth asking whether it fits the definition. Is this a part of the third space movement? Or is it simply an office which has grown and changed to fit the current employee expectations?

Should your company organise a third space?

For some employees, a third space will be a major perk, while to others it may not at all be necessary. Likewise, a company which organises a third space may see unparalleled productivity and retention boosts, or it could be a waste of funds. It’s a big investment to undertaken, but that doesn’t mean it wont be worth it. If you think a third space could fit into your company — test the waters first. A CiVS employee survey offers 13 different question types with a range of customisable options, so you can get a thorough overview of your company. Our surveys can provide valuable insight when it comes to expanding the office or implementing new strategies for employee satisfaction or retention. We can help your company make changes where it matters most.

Enquire today at info@civs.com.au or give us a call at (08) 6314 0580.

Here at CiVS we get asked a little bit about scrutineers. A couple of our clients are interested to know if they are a part of our voting process. Additionally, if they are, what do they do? What role do they play?

Due to the nature of our voting system scrutineers are not necessary. Our straight-forward digitalised system ensures that vote counts are accurate without the need for scrutineers. This helps save on time and manpower during the voting process. Whilst simultaneously minimising the chance of human error or intervention. Though despite the fact they are not part of our process, we still thought we would shed some light on them. Starting with who they are and then moving on to when they are necessary for voting.

What is a scrutineer?

A scrutineer, also known as a ‘poll-watcher’, is a person who observes a process where oversight is required. It’s not just about voting. Scrutineers play an important role across industries such as sports, dance, and engineering. However, they are most commonly considered in an election or voting context (hence the term ‘poll-watcher’). In this context, they are someone who oversees the voting process. This includes observing the polling, ballot sorting, and counting as some primary examples. Depending on the vote being conducted, a scrutineer will take on different responsibilities. They will also be bounded by different rules and regulations. For example, in an Australian election scrutineers cannot contact voters or display any political slogans. This is to ensure that they act as an objective third party and do not unfairly sway the vote. At the end of the day, they are there to ensure that the vote is as accurate as possible. To protect the vote from corruption, miscounts, or anything else which could unfairly sway the outcome.

Why aren’t they a part of the CiVS voting process?

CiVS does not require the use of scrutineers. This is because the elements which scrutineers protect against, such as a miscount of ballot papers, do not apply to CiVS. Due to the digital nature of the CiVS voting system, human error is minimised. When it comes to our voting channels, information is sent straight to the CiVS system. This completely cuts out any potential for intervention. With SMS, online or telephone voting, the voting process is automated and there is no human intervention. Any time in which a vote is cast through another person, it is through a trusted CiVS member. This can include when there is an issue in using the technology, or there was a problem with the vote. CiVS members are bound by The Privacy Act 1988 (Cth) and the Australian Privacy Principles (APPs) which retains confidentiality. On top of all this, each voting session is encrypted using SSL technology. This ensures the security of every ballot hosted by CiVS. The CiVS voting environment is also housed in a locally owned and operated secure hosting facility.

By eliminating the need for paper ballots, and automating the process, votes can be trusted without the use of scrutineers. There are no paper counts to overlook. Nor is there any ballot boxes opening and closing which need to be checked. Voting online with CiVS is a secure and trusted system. Rendering the outcome of the vote valid, without the need for intervention.

Looking to host an EA or PAB vote with CiVS?

To host a vote with CiVS call (08) 6314 0580 or email info@civs.com.au. Alternatively, fill out the ‘Request a Proposal’ section on any of our major website pages including the about or home page. If you’d like to learn more about our voting system and how it works, more information can be found on our voting channels page or our voting services page.