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In an informal survey of insurance legal attorneys and support staff, we asked candidates these two questions. Their answers will provide some meaningful insights into ways to attract and retain qualified employees.
Job Postings – What makes you respond to specific job postings?
While almost all candidates agreed that they initially narrowed their interest by location and job type (eg. attorney, support staff, practice area), there were 2 key deciding factors which determined if they actually applied for a position.
a. Reputation or hearsay on posting employer. If the employer is perceived as having high turnover or difficult management, candidates prefer not to explore any opportunities with them unless desperate for employment.
b. Detailed information contained in job posting. Candidates were more likely to respond when the job posting contained detailed information on the employer, culture, working conditions, office size and salary/benefit information
While there are no surprises to the answer related to reputation of employer, better job posting language is an easy way to attract more qualified candidates. Reaction of job seekers seems to be that their initial impression about a potential employer is based on whether the posting provides enough information to be “inviting and friendly”. If the description is limited and terse, the impression is that the employer may be “challenging and non-responsive”.
Current Expectations - Given the current economic environment, what are your current expectations from employers?
In speaking to both employed and unemployed candidates, their primary expectation was “open and honest communication". Almost everyone acknowledged that the current economic situation affected not only the corporate or law firm entities, it filtered down to personnel at all levels within the organization.
Candidates understand that normal expectations about salary increases, bonuses and increased benefits may be impacted. And, while they appear willing to accept the consequences of those issues, they do want their employers and potential employers to deal straight with them whether it’s the status of hiring, timeframe for reviews, potential downsizing or increased workload. It’s the element of uncertainty and what one candidate referred to as “blind-sided communications” that makes them feel as if they are no longer part of a team trying to weather a bad storm.
If your organization does not currently have an economic crisis communication plan in place, it may be wise to consider one to ensure that retention and attraction of quality staff remains high.
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