War for talent is increasing as recruits have higher expectations than ever of a new job

War for talent grows, with recruits having higher expectations than ever of a new jobAs employment levels rise, employers are facing stronger competition to attract and retain staff. Now the latest research suggests there is an escalation in the ‘war for talent’, as nine out of 10 new hires admit they would leave a job that fails to meet expectations within a month. According to research commissioned by Robert Half of 9,000 candidates in 11 countries across four continents, nearly half (47 percent) admit they decide whether they would or wouldn’t accept a position straight after the initial meeting. Highlighting that first impressions count, a further one fifth (20 percent) know if they are interested after the first communication (call/email), while 17 percent typically decide within the first five minutes of the interview.  Less than one in 10 (9 percent) wait until they have completed subsequent interviews to decide and merely 7 percent decide during contractual negotiations. Even once candidates have accepted a role, 91 percent admit they would consider leaving a job within their first month and 93 percent during their probation period.

“In today’s market, top candidates are receiving multiple job offers and therefore have a host of criteria beyond pure remuneration. Companies need to sell the job, the company culture, benefits and reasons why they are a great place for a prospective employee to build their career,” said Matt Weston, UK Managing Director at Robert Half.

“While candidates need to put their best foot forward, so do hiring managers. Recruitment is a two-way street. It starts with providing candidates an efficient and timely recruitment experience and extends throughout the onboarding process to ensure new hires are motivated, engaged and quickly contributing to the business.”

Reasons for leaving during the first month include poor management and/or a discrepancy between the job in practice and how it was advertised (both 44 percent).  Thirty-eight per cent would consider leaving because of a mismatch with corporate culture, a lack of proper on-boarding (36 percent) or they received a more attractive job offer (23 percent).

“Organisations must think of their attraction, recruitment and retention practices holistically. Long, drawn out recruitment processes magnify the opportunity for a candidate to change their mind – which in turn costs the company time and money. Businesses that are serious about finding the best talent need to commit to providing an efficient and engaging experience at every stage – from initial contact through on-boarding and beyond,” concluded Weston.

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