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New Trends Impacting Hiring Practices

A record four million people quit their jobs in April alone, according to the Labor Department. And while post-pandemic behaviors and attitudes are fueling growth and market share for brands and industries (think travel and tourism), without the employee pool to support, growth is limited.

As pandemic life recedes in the U.S., we are starting to see the impact remote work on when and where people want to work. It is clear remote work changed hearts and minds.

This has become prevalent in the advertising sector as independent shops are experiencing a rush of interest and resumes from holding company applicants looking for a healthy work/life balance. According to Adweek, the move is partially driven by burned out “survivors” who worked 40+ hours per week despite taking pay cuts as they attempted to salvage their jobs at these high-profile status shops. Workers are now seeing their same companies hire new talent at higher salaries and generous perks.

This month W5 is exploring the idea of knowing your target audience and how behaviors, attitudes, and mindsets significantly shifted over the past 18 months. While these shifts have significant implications on offerings, communications, and sustainable growth, we are also seeing these mindset shifts impact internal efforts for recruitment, hiring, and retention.

What trends are impacting employee hiring in 2021?

According to recruitment industry trends, the top three priorities candidates are looking for are:

  1. Speed up the hiring process
  2. Improve candidate experience
  3. Reduce hiring bias

In 2021, improving the candidate experience will matter more than ever according the LaborIQ. With a more competitive, but still volatile, job market likely to create anxiety among many prospective hires, it will be critical for companies to make the hiring process timely, efficient and, above all, positive. Poor experiences will not only turn off applicants but tarnish the organization’s brand, marring its ability to recruit top talent in the future.

As researchers, we know the power and importance of having a distinct, defined, verified external target audience. However, knowing the attitudes, behaviors, and values of your internal target audience is just as important, if not more.

What hiring trends are you seeing? Does your definition of an external and internal audience overlap? Tell us your thoughts in the comments below.

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