Are you finding the current recruitment climate challenging? Plenty of businesses are right now and you could well be one of them. With the oversaturated job market as it is, you need to be doing all you can to attract and retain a great candidate. Read on to learn how.

Job advertising isn’t what it used to be. The interview process is a two-way street. People are more aware of their needs when it comes to a healthy work-life balance – in which company culture has a big part to play.

At Breathe, HR software provider for SMEs, we recently partnered up with Lizzie Benton, Company Culture Coach and surveyed around 1290 employees across the UK. We found out exactly how people feel about applying for jobs in 2022. We have the answers to what your next candidate expects, as well as what will turn them away. In edition 2 of the People First Culture Series learn how to level up your recruitment process.

Are you investing enough time in your adverts?

Do you cram your job adverts with as many responsibilities as possible? Do you make long lists of bullet points? Do you advertise without a salary?

These are all examples of what not to do according to our research. Big lists of what the role entails will deter people from applying, because it sounds like you don’t fully care about the job description. Maybe you haven’t thought about it, but it can seem like you aren’t worried about overloading employees with work. This approach can shine some light on your company culture, that perhaps you’re willing to let your workers burnout. That can certainly put people off applying for your role.

If you don’t mention salary – this can ring alarm bells. There is strong evidence in our findings that people are less likely to apply for a role without listing pay. So maybe it’s time to think about making a change. Why not test the theory, add the salary amount and see if you get more candidates. Showing that you’re willing to talk about money transparently is a positive thing – it can even raise your company profile and reputation.

Does your interview method scrub up?

Are you ready to be put in the hot seat? The interview process is as much about you getting to know the candidate, as it is about them understanding how you and the company work.

Although both parties want to come across as their best selves, it’s important to be open and honest. The interview is the earliest opportunity to set expectations. Let the potential employee know what it is actually like to work at the business.

Company culture will also come up, so if you haven’t got answers at the ready, you best get prepared. With the greater part of UK employees saying they would ask about company culture during an interview, it’s a crucial element you can’t afford to miss.

Company culture – how’s yours shaping up?

Company culture has always existed, but it’s only until recently that people are truly understanding the difference between a good and bad company culture. A great company culture is something people actively look for when searching for their next role.

Our recent data indicates that many UK employees consider company culture when looking for their next job. This way of thinking will have an impact on how companies need to position themselves. What are your current benefits? Do you offer a brilliant place to work? What about flexible working options? These are all key questions you need to be able to answer.

Good company culture isn’t just a nice to have any more – it’s an expectation. As a business, you may not realise that everything you do represents your company culture. Even without consciously deciding on your values, you already have an unconscious culture. It’s in the way you act and behave as a collective. Becoming conscious of the company culture you have right now, is the only way to evolve it, so that you can begin to attract future employees.

Are you ready to make a positive change to your current recruitment processes? Download this playbook to learn how to navigate this complex and evolving area.