Whilst researching our Salary Survey we noted that there have been some significant changes in the motivators for candidates and employers in the post-pandemic years.
The top 3 motivators for business:
- Tech-savvy individuals
- Regulatory rulebook knowledge
Diversity to Develop
Diversity has become a top priority for most businesses over the past 12 months – including those in the financial services sector. Many firms have begun to invest heavily in their diversity program, reviewing their current and previous approach, establishing new specialist teams as well as engaging with their communities.
When discussing hiring strategies and individual hires with our clients a common trend appeared around the need for technologically savvy employees. With the ever-increasing burden of regulation, firms are looking to automate processes where possible, and candidates who can demonstrate previous experience of systems implementation and automation are in high demand.
The final priority for businesses looking to hire was to find candidates with a strong knowledge of the regulatory rulebooks. Given the changing landscape post-Brexit, candidates who could demonstrate knowledge of multiple jurisdictions were in the highest demand.
The top 3 motivators for candidates are:
- Career progression
It will come as no surprise that the most requested benefit was flexibility, and this has stemmed mainly from the result of Covid 19 and individuals reassessing the work-life balance requesting flexibility from their employer on what would be traditionally deemed as ‘domestic’ matters such as childcare or family illness. In addition candidates are now generally looking to work from home 2-3 days per week.
When looking to attract the best talent employers need to be able to articulate a clear and concise wellbeing strategy. Candidates have taken time to reflect on what is important to them mid- to longer-term and are now focussing on what future employers can offer them in terms of training and wellbeing schemes.
We are seeing more and more candidates not only looking for new roles that are a step up but also for businesses that have scope for clear progression in the future. Employees now need to be able to discuss a future employees potential career path over a 3-5 year period during interview.
Are looking for career progression or want to expand your team?