Careers in STEM now account for around 7% of all US occupations, so it’s no wonder that employers are having to compete for the best candidates. As a result, those with the experience and skills in high demand, will be looking for a host of benefits from businesses before taking that leap into a new role. Many of these will be non-negotiables, so it’s important for employers to really consider (and effectively sell) what they have on offer.
Given the impact that Covid-19 has had on employee performance these past 3 years, wellbeing has become a top priority for candidates in 2022.
Companies must be able to demonstrate how they support employees in and outside of the office. Do they provide mental health days? Are wellbeing sessions on offer? What are they offering in terms of paid time off?
Perks that are centred around wellbeing are now expected, and a lack of consideration for employee wellbeing could be a major deal breaker for those considering a new role. In jobs as strenuous as some life sciences ones are, it’s essential to keep employees motivated and happy in the workplace.
A commitment to social responsibility
Reputation matters, and in an industry like life sciences it’s important for people to feel that the company they work for is making a positive difference.
Employees want to relate to the vision and values of the organisation they work for. If you show a genuine care for the industry you’re in, by perhaps partnering with charities and other non-profit organisations in this field, then candidates could be more inclined to join.
According to CR Magazine, 92% of people would consider changing jobs to a company with an excellent corporate reputation.
Relocating is a big deal, and as recruiters we’re often operating without borders, sourcing talent from outside of the country to sell on a relocation.
Whilst this is an exciting prospect for those who want to progress their career on pastures new, there are many things to consider before making the move that’ll depend on a candidate’s current situation.
For instance, if they have a young family, then selling the local educational system might seal the deal – or offering childcare support in their offer package could be a strong differentiator. Similarly, if the business doesn’t cover healthcare, this could be a major turnoff in areas without a national healthcare system.
Because of this, it’s important for employers to reassure candidates of any doubts they might have relating to location and to sell on the regional perks. Consider the site(s) you’re wanting your new hires to begin in, and develop a relocation and benefits package that is fit for that area.
In a 2021 survey, 56% of those in the US who worked from home during the pandemic said they would look elsewhere for a job if they couldn’t continue to work remotely. This is a good indicator of just how much flexibility matters to employees now.
By offering candidates the freedom to choose their own working hours and place of work, employees will be more drawn to the role.
Candidate motivations for a better work/life balance are varied; from saving on childcare costs, to cutting down time spent commuting, to gaining time for an out-of-work passion.
Considering these factors when developing your EVP could improve employee satisfaction and in return improve employee retention, but it has also been linked to increased productivity (up by 13% in a recent study) – so it’s a win-win on both sides if you can implement a strong remote workforce culture.
Clear career progression
The final thing which candidates are looking for from employers nowadays, is clear career progression. This is an attractive job quality for many in STEM as they often want to be kept on their toes.
If they aren’t being challenged and can’t see room for growth in the long-term, then there may be no point in joining at all.
As a result, employers need to show how they support individual development within the business as this is what’s going to attract talent in – so be as transparent as you can with your employee development strategy.