The landscape of employment is rapidly evolving, and with it, the traditional power dynamic between employers and their staff. In recent years, employees have been demanding more from their employers,
resulting in a new social contract between workers and employers, involving a more equitable distribution of power and resources. This shift in the social contract is also being shaped by technological advancements and new generations entering the workforce.
Emphasise work-life balance and wellness
In the new social contract, employees are looking for more than just a job – they are seeking work that aligns with their values and supports their overall well-being. Employers who prioritise work-life balance and wellness initiatives are more likely to attract and retain top talent. This can include offering flexible work arrangements, promoting mental health support and providing access to wellness programmes.
According to a survey by LinkedIn, 68% of candidates would consider a lower salary if the company had a strong employer brand that emphasised work-life balance. This highlights the importance of employer branding in the recruitment marketing process.
Prioritise professional development
In the new social contract, employees are looking for employers who invest in their professional development. Upskilling and reskilling will become priorities, with employers providing opportunities for employees to learn new skills and grow in their careers. This not only benefits employees but also ensures that employers have a skilled and adaptable workforce.
According to a survey by Jobvite, 80% of employees would leave their current job for a company that offered better career growth opportunities. This highlights the importance of promoting professional development opportunities in recruitment marketing efforts.
Embrace inclusivity and diversity
Collaborative and inclusive workplace cultures will become the norm in the new social contract. Employees will have a greater say in decision-making processes, and employers will need to ensure that their workplace cultures are inclusive and diverse. This can include initiatives such as unconscious bias training, diversity and inclusion task forces, and employee resource groups.
According to a survey by Glassdoor, 67% of job seekers said that a diverse workforce is important when considering job offers. This highlights the importance of promoting inclusivity and diversity in recruitment marketing efforts.
Leverage technology
In the new social contract, technology will play an even greater role in the recruitment process. Employers who leverage technology to streamline recruitment processes and enhance candidate experience will have a competitive advantage. This can include tools such as AI-powered chatbots, virtual career fairs, and video interviewing.
According to a survey by Talent Board, 57% of candidates said that they were more likely to apply to a company that used AI to improve the recruitment process. This highlights the importance of leveraging technology in recruitment marketing efforts.
Collaborate with intermediaries
As the workforce becomes more mobile and the gig economy continues to grow, intermediaries such as recruitment agencies will play an important role in the new social contract. Recruitment agencies can act as payroll providers and legal employers, providing much-needed support in this new, agile workforce.
According to a report by McKinsey, 73% of employers plan to use more gig workers in the next five years. This highlights the growing importance of intermediaries in the recruitment process.
Conclusion
In conclusion, the changing social contract between employers and employees presents both challenges and opportunities for recruitment marketing professionals. By prioritising work-life balance and wellness, promoting professional development opportunities, embracing inclusivity and diversity, leveraging technology, and collaborating with intermediaries, employers can attract and retain top talent in the ever-changing job market.
