In a post-COVID society, how we work, where we work, who we work with, why we work, and the technologies we work with seem to be constantly in flux.

Many of these changes started prior to the pandemic. However, being forced to work from home and being creative with how to manage teams remotely, accelerated many changes.

Now, they have become permanent aspects of the workplace.

So, when it comes to job roles, what are workers looking for in the current job market?

Let’s explore some of these areas now.

What People Are Looking For In A Job Right Now

In 2022, Workers Are In Hot Demand

We have all heard about the “Great Resignation” and the fact that workers are in hot demand in 2022. But, now we are seeing it play out.

Figures from the job website Seek show job ads rose 3% in May 2022 to a fresh record high. However, job applications also fell in May 2022 by 4%.

The numbers speak for themselves: companies are desperate for good workers, and there’s a shortage of willing talent. Does this mean that workers are firmly in the power seat when asking for what they want – and getting it?

Well, not exactly. But, you can make your workplace a more attractive prospect for potential candidates. At LD Recruit, we’ve been analysing the distinct new trends redefining what workers want. Let’s look at candidates’ renewed priorities – and how employers can meet them.

1: For Employers to Listen and Adapt

It is important to remember that what workers want depends on their individual circumstances.

What young recent grads want will differ from working parents or near-retirees. What’s important to a low, mid, and a high-income candidate will differ. A Production worker will expect different benefits to a Chief Financial Officer – although there may be common ground.

The key is to understand what your people want. Let interviews be a two-way exchange and be curious about the potential candidate. Employee loyalty will increase if benefits are meaningful to them, so offer benefits that individuals will value.

2: Clearly Outlined Benefits

Candidates are more likely to apply for a job if the job ad clearly lists the employee benefits such as flexibility, job security, and career progression. Be clear on these things. And consider extra perks too. While small businesses may not have the budget for things such as childcare or gym memberships, they can be more bespoke. From fresh fruit in the office, hot lunch Mondays, to paid study days, or vouchers for home working equipment, there are many different ways to suit different people.

The key is to make sense of what your people value – so refer to point 1!

3: A Work-Life Balance Reset

While the pandemic saw many Kiwis reassessing how much of their life was spent at work, recent statistics from the Seek website show businesses are keener than ever to secure talent in full-time roles, perhaps with the lure of flexibility and hybrid working as a compromise.

This has become necessary as the events of the last couple of years have prompted a work-life balance reset for many. Switching from office life to remote working and other changes have caused many to question the how, when and where of their workday expectations. So, it is vital to provide a degree of flexibility and be clear on your company values so that employees can align themselves with values that speak to them.

4: Flexibility Rules…And WFH Rules Too (For Some)

Speaking of the how, when and where of work, a lot of employees expect flexibility on all three now. Flexible and hybrid work models should be well engrained into organisations. Recent TradeMe data show an increase of more than 200% in job listings that mention 'work from home' in the description. In fact, 62% of respondents to a TradeMe survey stated it was the most important factor in an ideal role.

In other research, a University of Otago study of more than 2,500 people during the initial pandemic lockdown found 73% of people felt “equally or more productive” when working from home and 89% wanted to continue post-lockdown.

5: A Healthy Workplace Culture

The changing work landscape means employers need to rethink their duty of care to include mental wellness. Staff are increasingly looking for support to prevent burnout, build resilience and increase mental fitness – such as mental health non-working days.

An increased sense of shared values and culture is taking shape, with a heightened focus on building trust and cohesion within teams – especially where employees interact remotely.

Tailoring Your Offers To What Workers Want

Need a new team member? We can help make your offer look as attractive as possible for the 2022 job market.

At LD Recruit, we’re well-versed in helping businesses find the right person in a fluctuating working world. Specialising in both recruitment and finances, we have a unique understanding of the cost and importance of hiring correctly.

Call today for further advice on your 2022 approach to recruitment.