Category: Employers

The Essential Guide to Delivering An Effortless Executive Candidate Journey
Finding a new job is challenging, as is finding the perfect employee. Your senior hiring team, along with any potential candidates, need to go through different stages of the hiring process. The most pressing issue is, defining how this tailored candidate journey should look to ensure that you are attracting and selecting the right people?
The immediate impression you provide to any new candidate will be representative of your employer brand and the culture your organisation present. It is imperative that you provide a great candidate experience and hire the right person for the job, which essentially comes down to the hiring journey —from attracting candidates to onboarding them into their new position.
So, what exactly is the candidate journey is, why is it important, and how can you utilise it to pave the way for future employees.
What is a candidate journey?
A candidate journey is comparable to a customer stepping into a shop to buy something.
Before they decide to buy, a customer will think about if a product is right for them, make an effort to learn about the brand, read reviews of the product and the brand, and ultimately decide whether they want to buy.
The journey to purchasing a product mirrors the journey a candidate takes when they’re looking for a new job. A candidate will look for a job that’s right for them, research the company, and make a decision based on the treatment and actions towards them during the hiring process.
The candidate journey can be described as the experiences a candidate will encounter during the job-hunting process. For a candidate, the journey starts well before they apply for the job, and it doesn’t finish until after the company has made the hiring decision, and they have gone through their initial onboarding.
The simple fact is a candidate’s experience while going through your company’s recruitment process matters. The impact of a poor journey can have a detrimental effect on an employer’s reputation, “of candidates who have had a poor experience, 72% have shared that negative experience online or with someone directly.” – CareerArc
Touchpoints on a candidate’s journey
A candidate’s journey can be mapped out through touchpoints, which makes it easier for both job seekers and recruiters to envision how the process will work.
There are a number of online & offline company touchpoints a candidate will experience during their hiring journey, which includes:
- Viewing your job ads
- Visiting your career site
- Visiting your company social media pages
- Interactions they may have had as a customer
- Talking to a company representative at an event
- Proceeding with a job application
- Pre/Post-application emails
- Receiving feedback on their application, etc.
Every touchpoint on your candidate’s journey plays a crucial role in their decision on whether to proceed with their application. That is why your recruitment process must make sure every touchpoint gives candidates a positive experience.

The difference between active and passive candidates
Everyone you encounter could potentially be a future candidate for your company. However, these candidates can be divided into two categories—active and passive.
The majority of Executive level candidates are passive as they are not actively looking for a job, whilst active candidates are searching for a new employment opportunity.
The problem companies often face is, if they are only focused on attracting active candidates, they are missing out on a huge opportunity to attract the best people for the job.
Whilst passive candidates might not be actively applying for jobs, 91% of people in employment look at job opportunities at least a couple of times a year. Therefore, if recruiters don’t have a plan to capture passive recruits, they will likely miss out and it will work against them when they are looking to fill a position on their team.
The good news is, by building a more polished candidate journey for your company, you will not only capitalize on each touchpoint but also capture active and passive candidates.
Tips to ensure a smooth candidate journey:
Place the candidate in the centre of the process
The journey needs to be consistently candidate-centric at every stage, otherwise, you are at risk of alienating job seekers. To create a candidate-centric recruitment model, the focus needs to consistently be on the candidate’s needs and overall experience.
However, the goal of candidate-centric recruiting is not only to provide a great experience and make it easier to pick the right person for the job, but to build long-term relationships with them, so they continue to interact with your company, even if they aren’t hired.
Talent Management expert Dr. John Sullivan claims that creating a candidate-centric approach means altering the overall design of the recruiting processes, including the application process, interview scheduling, and the information provided to candidates, to put the applicant’s needs first.
Your application process should be short, engaging, should help manage your candidates’ expectations by offering them an authentic representation of the job, and should provide timely feedback to all parties involved.
Consider the pre-application stage
More often than not, the candidate journey begins long before they even apply for a role.
In reality, 3 in 4 job seekers take into account an employer’s brand before applying for a job. Unsurprisingly, recent studies have suggested that 69% of people would not consider taking a job with a company with a bad reputation, even if they were currently unemployed.
It is crucial to reflect on what candidates see in your company before they choose to look at whether or not they would want to work with you. An applicant’s journey begins as soon as they encounter one of your touchpoints, whether that’s viewing your company website, reading your reviews on Glassdoor, receiving an email, or browsing your social media channels.
To deliver an effortless candidate journey, you need to understand how people are interacting with your company and how you can rely on it to attract high-quality talent.
Each of your company’s touchpoints that a possible candidate interacts with may potentially turn them into active job seekers. Therefore, making a positive impression is the first step in attracting the right candidates.
That’s why building and managing strong employer branding is essential to ensuring a smooth candidate journey.
If you would like to find out about how Corvus can assist you with your Employer Brand Strategy, contact our team at hello@corvus.jobs or click here.
Identify Your Candidate’s Needs & Priorities
Hiring is much more than simply filling a position in your company. It involves deciphering what precisely your candidates are looking for in their ideal job role.
It is essential to be transparent and to consider what do your candidates need to know to help them engage with your company?
Maslow’s hierarchy of needs provides an insight into what some of your candidate’s needs and motivations may include, thus enabling you to communicate how your job position could fit into your candidate’s life and career goals, and further how it can fulfil their needs.

Recent studies have discovered that above all else, employees are looking for flexibility, work-life balance, a sense of purpose and opportunities in their job roles. By identifying and answering the needs early in the process, it creates a pathway for a smoother candidate journey.
Simplify your application process
How easy are you making it for candidates to apply for your job roles? The best way to understand this is to go through your own application process.
If you need to answer too many questions, make it difficult to apply on mobile, or can only upload necessary documents, such as a CV, in a specific format, your application process may ultimately be deterring candidates.
There are a number of actions which could be introduced to make the process more user friendly, such as minimizing the time it takes for candidates to apply for a job, cutting out unnecessary fields on your forms, and by offering control as possible to your candidate in steering their application process, such as introducing self-schedule interviews for candidates.
Visualise your ideal candidate journey
It is imperative that you have a visual of how your ideal candidate will engage with your company from the beginning of their journey.
Plot out what you consider to be the key stages that they will go through in their candidate journey, from brand awareness to onboarding, and create a chart.
Charting your candidate’s journey will enable you to see what touchpoints a candidate might be hitting on each stage of their journey, not to mention, it will support you in determining which factors most impact candidate behaviour, experience, and attitude.
By charting what the ideal candidate journey looks like, it makes it easier to build a plan to make it a reality.
Showcase what it’s like to work at your company
One of the key elements of any candidate’s journey is whether or not they can envision themselves working at a particular company.
A role may appear perfect on paper, but unless a candidate can get a realistic idea of what their day-to-day life will be like at the company, it’s hard for them to picture themselves in the role. The most effective way of achieving this is through realistic job previews or virtual job try-outs.
Besides giving candidates a clear picture of what the role entails, your company will be able to communicate what your core values are, what your team is like, and what your culture represents.
The simplest way of achieving this is by creating purpose-built career pages to channel the message to future candidates. There are some fantastic examples of career pages that clearly and effectively communicate core values, responsibilities, culture, and expectations from Global entertainment organisation Netflix to Northern Ireland founded software company Kainos.
These company careers pages provide an extensive amount of information on the company’s inclusion & diversity stance, work/life balance, and philosophies, through a range of Employee Generated Content, blogs, podcasts and videos.
Another example is McDonald’s, who partnered with Harver to create an engaging, fully digital candidate experience.
The application process incorporates a series of pre-employment assessments that help recruiters find the candidates with the right skills while showcasing the company culture and work environment.
Be Transparent and Always Deliver
Nothing is more deflating to a candidate during the job process than a lack of clarity and poor communication. Once a candidate has to begin chasing information, updates, feedback or experiences unprofessional processes, their overall perception of the company will be somewhat tarnished.
Each job listing should be considered as a marketing campaign rather than just a job ad, where your company is being represented. With 72% of job seekers airing their feelings about a company online on platforms such as Glassdoor, the consequences of providing a poor candidate experience can impact on your future applicants.
Automation can be a huge benefit to many companies when it comes to streamlining the application process, whereby actions will be automated based on candidate status or level of engagement, such as following up with candidates on your shortlist or after an interview
Don’t forget about Pre-boarding
It is essential to remember that a candidate’s journey does not end once they have accepted your job offer. This is the perfect stage of the candidate journey to get them excited about working for your organisation and start building their commitment to you.
This process is pre-boarding.
Start by building a relationship with your new hire, letting them know how excited you are that they are going to be joining your company. Building the foundations of these relationships can prevent you from losing an employee in just a couple of months after spending so much time, effort, and resources on the recruitment process.
LinkedIn’s Onboarding in a Box states that pre-boarding increases new hires’ excitement and fosters a relationship with them even before orientation. The guide recommends putting together a new hire checklist for your recruiter to complete, along with a welcome email with clear instructions to help candidates feel welcome and included.
Final Thoughts…
The hiring process has changed significantly over the past 18 months. Providing a simple interview and job offer is no longer adequate for either candidate or employer. Hiring managers need to be thinking more about what their employees’ needs are, their impression of the company and channelling a message that goes beyond the salary.
Today’s employees are looking for the complete package. Outlining and planning the hiring process allows companies to see what a candidate is thinking and feeling at each stage of their journey, and how they can improve it every step of the way.
It is not just simply you interviewing your candidates. They are also interviewing you. Your obligation is to make sure you are providing a transparent and authentic representation of their expectations in each step of the candidate’s journey.
If you are looking for the perfect candidate to join your team, get in touch with Corvus for a no-obligation discussion to see how we can help.
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The Great Resignation; An Opportunity for Change
The Great Resignation is the informal name for the widespread trend of a significant number of workers leaving their jobs during the COVID-19 pandemic.
Texas A&M professor Anthony Klotz defined the term “The Great Resignation” (paywall).
“How we spent our time before the pandemic may not be how we want to spend our time after,” says Klotz.
Klotz believes how we spend our time pre and post-pandemic will cause a massive shift in the future of work he identifies the key factors of Hybrid and remote work as a key driver in people reassessing the status quo.
The great resignation, if the stats are to be believed, will massively affect organisations from the US to the UK and their ability to function and drive businesses forward.
Some Stats:
- According to a survey conducted by LinkedIn, 74% of the participants said time spent at home during the pandemic caused them to re-evaluate their current work situation.
- survey of 1,000 UK workers reveals that almost a third (29%) of UK workers are considering moving to a new job this year. Findings also uncovered the industry’s most likely to be affected by this with Legal (44%), IT & Telecoms (42%), and Sales, Media & Marketing (40%).
- Employees between the ages of 30 and 45 have had the greatest increase in resignations with a 20% increase between 20 and 2021. (Harvard Business Review)
- More than 19 million US workers and counting—have quit their jobs since April 2021 (McKinsey & Company)
- 65% of employees say the pandemic has made them rethink the place that work should have in their lives. Gartner
Top Reasons for the Great Resignation
- The Covid Pandemic: The covid pandemic has given workers time to reflect on their current work, what this means to them and how this aligns to their life and values.
- A backlog of resignations: workers considering resigning from their jobs prior to COVID-19 stayed in roles due to the uncertainties surrounding the pandemic.
- Working from home: remote work became the norm for a lot of people, so when businesses started asking them to return home full-time many wanted to remain working from home.
- Sense of belonging being valued: there is a disconnect between what the employees consider important and what their managers and companies see as important. (McKinsey’s & Company)
- Employee burnout: while 42% of employees were already experiencing burnout before the pandemic, that number skyrocketed to 72% during the pandemic, due to increased anxiety, heavier workloads, and people taking less time off. (Limade)
An Opportunity for Change
Many believe the great resignation is an opportunity for change, forward-thinking companies are shifting their focus towards retaining employees and making work more meaningful. For work to be more meaningful employers need to focus on true authentic employee engagement and understand the root cause of leavers and develop strategies, engagement models, and tools that make employees want to stay.

Companies in 2022 should focus on:
Understanding Employee Key Drivers: Companies need to understand what is driving employees at a company and social level so that they can shape their offering to be more meaningful to employees. Companies need to take their employer brand seriously and understand how this aligns with employee values. Companies that invest in their employer brand see staff turnover reduced by 28%. (Office Vibe)
Flexible work Arrangements: Forward-thinking companies will focus or Hybrid, work from home and remote first models to tap into the talent pool that sees flexible working as their preferred model of work. COVID, it was a novelty. The rise of the four day work week in 2021 may start to become the norm in 2022 for forward-thinking companies and become a competitive advantage for companies in the war for talent (LinkedIn). Recent research has shown job seekers Searches for jobs that allow employees to work from home in Ireland were six times higher in December 2021 than before the Covid-19 pandemic began Irish Examiner. (Irish Examiner – Remote Working)
Focus on employee Wellbeing and mental health: With burnout being a significant factor in the great resignation, companies need to focus more on the mental health of employees according to research from the CIPD, Fostering employee wellbeing is good for people and the organisation. Promoting wellbeing can help prevent stress and create positive working environments where individuals and organisations can thrive. Good health and wellbeing can be a core enabler of employee engagement and organisational performance.
Employee engagement technology: With hybrid, WFH, and remote working, companies need to make use of digital technology to improve employee experience and engagement, there has been an explosion of technology in this area that focuses on both productivity, communication, and internal social elements of the business. These software products can strengthen business communication, employee engagement, culture, and connection to the business. Products such as Workplace from Meta, Viva from Microsoft, and Humu all focus on the workplace and improving employee experience and engagement.
The Future
As COVID 19 has had major impacts on the world of work across the globe lots of organisations and individuals are still in a period of adjusting to a new normal. Companies that thrive will be the ones that hire employees that authentically share their values. Forward-thinking organisations will focus less on the transactional elements of employment and more on:
- Understanding employee key drivers
- Employer Brand
- Employee experience and engagement
- Mental health
- Flexibility In the workplace
- Equality, Inclusion, and Diversity
2022 will be an interesting year for organisations as they develop new strategies to retain and hire staff post COVID.
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Do You Need To Improve Your Employee Retention Rate In 2022?
Hiring the right talent is difficult enough. But retaining them presents an even greater challenge. One of the very first indicators of an employee considering leaving a job is disengagement. Creating a highly engaged workplace begins with having a competent employee retention strategy in place.
2021 welcomed a strongly led candidate market, and gone are the days when the employers held all the cards. Employees no longer feel compelled to serve companies that do not serve them beyond a salary. Thus, understanding employee retention is the key to retaining those top performers.
So, what is employee retention?
Quite simply, employee retention is the overall effort taken by an organisation to preserve its most prized asset – their talent! Moreover, a low or high employee retention rate directly impacts the company’s overall business.
It is essential to know how to manage your company’s employee turnover rate if you want to grow your operations, with 77% of companies now focusing on employee experience to increase retention.
It is crucial to implement a data-backed staff retention strategy rather than simply ticking off a HR checklist. The employee retention rate should be monitored on an ongoing basis, either quarterly or bi-annually, to ensure any issues or concerns are raised before disengaging your workforce.

Employee retention and employee engagement are interrelated to each other. Employees who receive growth and exposure feel motivated. They feel motivated and satisfied with their work and thus remain with the company.
So, what are the main drivers of employee retention?
Deciding to leave a job is a difficult decision for almost everyone. It takes a lot of thinking and weighing of options before taking the leap.
The reasons why employees quit their jobs may be personal or professional, however, there are a number of critical drivers of employee retention that could make the difference in your employees’ consideration to stay:
- Healthy work environment
- Rewards & recognition
- Flexibility
- Opportunities for growth and development
- Healthy relationships with management
- Competitive compensation
By monitoring the causes of losing employees, you can implement your best employee retention strategies.
Innovative employee retention strategies for the post-Covid work world

As we step into the aftermath of the Covid-19 crisis, the corporate world has gone through a complete culture reset, particularly in the vast increase in the number of remote opportunities. Companies that provide the option for remote work have a 25% lower employee turnover.
Retaining your people post-pandemic might not be possible with your pre-pandemic measures. You will need to constantly review and implement retention strategies to keep ahead of your competition, especially post-pandemic.
To help you through this war of talent, we have noted some of the fundamental considerations on how to retain employees.
Hiring for Cultural Fit
Employees can develop their skills and expertise, however, when considering hiring someone, keep your cultural values in mind which will result in more loyal and engaged employees. New hires can blend in with the team quicker. They feel comfortable and can contribute faster.
80% of employee turnover is due to bad hiring decisions. Asking questions that are related to your company values or demonstrating the role correlation with the values will help provide candidates with a more in-depth perspective of their fit with the company.
At Corvus, our recruitment solution Corvus Assured ensures the most accurate fit to your organisation through a methodology assessing management alignment, behavioural insights and full profiling.
Hybrid Workplaces
Flexible working arrangements have become one of the top things that people look for in a new job. It has become an expectation rather than a benefit. Hybrid workplaces have become a hot topic since the beginning of the pandemic with businesses having to reassess their working methods. The option to work in the office or remotely has presented an opportunity for employees to obtain a greater balance between their professional and personal lives, without impacting on their ability to perform to the same, if not improved standards.
However, not all employers have been entirely convinced with the idea of a semi-virtual workforce, which in return is driving employees to look at competitors, and even new industries.
Employees save time and money on daily commutes, improve their work-life balance and experience fewer distractions whilst, employers can save infrastructure costs, overhead costs, avoid office politics and reduce absenteeism.
The biggest benefit to employers, however, is that there is no longer a geographical constraint in hiring people, resulting in access to a bigger pool of talent.
Employee Well-being
Particularly after the Covid-19 outbreak, health is the top priority for everyone, as both our physical and mental health had been tested amidst the global lockdown.
You can give your employees more than just sick leaves and free health check-ups. Recently, LinkedIn gave its employees a mental week off to cope with burnout. A study in the Employee Engagement Series conducted by Kronos Incorporated and Future Workplace found that 95% of human resource leaders admit employee burnout is sabotaging workforce retention.
Maintaining a positive work-life balance is fundamental to your employee wellbeing, with 11% of workers having refused a new job due to a lack of good work-life balance opportunities, as having considerable family time is dominating as a priority.
To take pressure off employees, ensure their workload is of an acceptable level, allow work from home, and practice flexitime.
Discussions surrounding a 4-day work week have gained huge traction over the past few months. Typically, people who work extra-long hours or leave the office last are seen to be more dedicated and productive. Let’s look at two scenarios.
Rewarding Efforts, and Not Just Results
It is easier to measure results than the effort taken to get that result.
Things don’t always go to plan, meaning companies must empathise with the ground reality and recognise the efforts of their employees and reward hard work rather than just appreciating results!Employees whose managers consistently acknowledge them for good work can reduce turnover up to 31%.
Every employee wants acknowledgement and recognition for their work. Appreciating your employees for their efforts and achievements goes a long way in making them feel valued, and when employees feel a sense of belonging, they tend to be more loyal.

Sometimes, your employees expect more than a thank you or a pat on the back. When they fulfil their goals, rewarding them to congratulate their efforts is important. Some ways to reward your employees and employee recognition are corporate gifts, point-based reward systems, performance awards, etc.
These factors motivate and encourage an employee to contribute and excel, which not only helps them along with their career but essentially helps improve your bottom line.
Shaping their Growth and Development
Helping employees achieve their short-term and long-term goals is one of the most crucial employee retention strategies. It demonstrates that you are invested in their future just as they are invested in your organisation, with a number of candidates now choosing a job with lower pay if they see development opportunities.
70% of staff members would leave their current organisations for a job with one known for investing in employee development and learning, therefore, designing in-house training programs for employees can not only retain your top talent, but advance their professional development. Other methods include encouraging them to attend conferences, industry events, etc. which can improve your employee retention strategies.
Encouraging Open Communication
You can create a workplace where employees aren’t afraid to express their opinions. In other words, a workplace where they can freely express their views and voice their concerns.
An “open-door policy” is an effective way to establish a culture of open communication, showing that you’re always available to listen to their views.
Practising a feedback culture, can help you stay connected with your employees. Covid-19 had different levels of impact for everyone with some struggling to keep their work and personal life separate, whilst others experienced workplace loneliness, anxiety, and stress.
During these difficult times, it is important to empathise with your workers and keep a check on them, ensuring you get the pulse of your workforce. Engaging and communicating as frequently as possible will ascertain the challenges or struggles your team are facing, whereby you can strengthen your rapport with them, thus increasing their loyalty and trust in your leadership and company.
Employees who don’t believe their company will act on their feedback are 7x more likely to be disengaged than those who do.
Bonding with Employees
We all know that employees don’t leave jobs but their managers. A good manager works continuously to nurture their relationship with the team members. Above all, bonding with employees outside work is as important as inside the office.
Team lunches, group treks, corporate social responsibility initiatives, excursions are some methods to celebrate employees, which in turn will deepen your bond, and strengthen your team loyalty.
Providing Benefits
One of the primary reasons that make employees quit is quite simply the lack of compensation. To avoid this, give fair and just appraisals to all employees as and when possible, as your workforce would likely be demotivated if they do not receive the proper benefits, or that to which your competitors offer.
Thus, leaders should build a competitive benefits package such as:
- Salary hikes
- Incentives
- Bonus
- Health benefits
There are alternatives to solely financial incentives. According to a survey conducted by Glassdoor, 35% of employees said that they will quit a job for better compensation.
Team days and staff lunches are nice supplementary perks, but you must think beyond these short-lived delights. It shows that you are invested in your employees’ growth as much as your company’s growth.
So, if you are a small to medium-sized organization, you can consider giving virtual rewards to your employees. Some of them are online gift cards, Spotify, or Netflix subscriptions, wellbeing apps, etc.
Initiating a Mentor/Buddy Culture
Most people don’t like to be micro-managed. Most people don’t like to be managed at all!
More importantly than managing, is ensuring you are leading your team in a style of leadership that helps, encourages, and supports their employees. Assigning a mentor or a buddy to a new employee is also a great onboarding idea. The newcomer can learn about their work and the existing techniques from their mentor. Employees who undergo an effective onboarding process can reduce new hire retention by 82%.
Moreover, a new employee can offer a fresh take on things. As a result, this will help generate creative and innovative ideas.
Engaging in CSR Programs
Reports show that millennials and Gen-Z workers in particular are more inclined towards social responsibility. They believe in giving back to the community. Especially in times like this, people value empathy.

Contributing to society and helping those in need are feel-good factors. It inspires loyalty and engagement in your people and demonstrates that you care about more than just the bottom line. A CSR initiative where the workers can contribute their participation is an excellent employee retention idea. It will go a long way in creating effective employee engagement.
Whilst the pandemic has brought restrictions, the post-pandemic world will hopefully offer a new opportunity to add CSR activities into your business strategy. There are also some activities which you can do individually, remotely or virtually, fostering a sense of fulfilment and team bonding.
Working in a virtual environment has proven to be difficult for some employees. You might think that working from home or other remote locations would appeal to all workers, however, the ability to work virtually like in an office setting is not for everyone.
As a result, most remote employees feel isolated from their co-workers. They can’t fully immerse themselves in the company’s culture. Thus, virtual team building becomes necessary, and it often plays an important role in talent retention.
These activities should be carried out by management to improve group processes and interactions, increase employee engagement and morale. It also develops better working relationships between employees.
Conducting Exit interviews

Sometimes losing an employee is inevitable, but with the average employee exit costing 16% to 213% of their annual salary depending on their pay, conducting exit interviews are crucial.
It is, however, equally important to back up such an interview with a list of effective exit interview questions.
An exit interview is asking a departing employee about his experience at the company. This process can help throw light into things like toxic management practices, departmental conflicts, etc. or more preferably, the successes and positive experiences that employees have experienced.
Concluding Thoughts
The past 18 months have been difficult for both employees and employers. Employers had to let go of their valuable employees and many people lost jobs.
With the increase of remote jobs, attracting the right talent has become more difficult than ever. People now have the option to work anywhere from the comfort of their homes.
With the job market regaining its momentum, there will inevitably be a resurgence within the latest market standards and best practices.
It is imperative to re-evaluate your employee retention strategies periodically. Take regular feedback and suggestions from your employees.
If you currently have a vacancy, you need help recruiting for, or would like a consultation of Corvus Assured® to see the full process, please get in touch today on 028 9091 8529 or hello@corvus.jobs
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The Most Important Factors When Choosing A Recruitment Partner
The success of any organisation depends predominantly on the expertise, talent, and quality of their workforce. Irrespective of the size or industry, every organisation needs to accumulate a competitive team to achieve its goals.
Uniting with the right recruitment partner will make a substantial impact on your hiring processes and improve not only the quality of hires, but will also maximise your retention of new employees.
With the annual growth forecast for NI having been revised up slightly to 4.7% for 2022, the demand for businesses to recruit high calibre professionals is more significant than ever. As a result, an increasing number of organisations are looking to work with recruitment partners to help them source the highest calibre of talent.
When choosing an executive search partner, you are selecting a representative who will best market your organisation, so their ethics, service, value for money and professionalism all have to be high on the agenda.
Below we’ve outlined 7 factors you should look for before choosing the right recruitment partner.
Industry Knowledge
There are so many recruitment organisations in the market which provide general solutions for hiring needs. However, at times, your organisation may need a specific kind of talent and expertise.
Partnering with a team who specialise in your industry denotes they will have a thorough understanding of what you are looking for, and will understand the criteria beyond the experience and skills required to be the perfect fit for your organisation.
Not to mention, they will have excellent relationships and networks with the people who are likely to be the exact candidates that you would very much want to be speaking with.
Is There a Culture Match?
You will be working very closely with your chosen recruitment partner to develop appealing job specs and ads, and regularly provide feedback to ensure candidates are well informed throughout, so it’s absolutely key that your cultures and outlook match, and that you like the consultants you are working with.

Therefore, it’s crucial that your cultures and outlook match. Having clarity on what makes a good candidate means the consultant will be able to screen for the types of soft skills that you yourself look for in an interview.
You’ll be much better placed to have frank and sometimes difficult conversations if you gel well with your recruitment partner, and having a similar outlook on what makes a good candidate from a communication point of view means the consultant is able to screen for the types of soft skills that you yourself look for in an interview.
Your recruitment partner should essentially be an extension of your management team and so hold similar viewpoints on recruitment matters.
The work we do and the clients & candidates we work with at Corvus are aligned with our company values of Do the Right Thing, Be Brave, and Be a Team.
Can They Meet Your Particular Recruitment Needs?
Often when it comes to recruitment, there is a degree of urgency involved. Rather than approaching the first recruitment practice you think of, make sure to do your research and ensure that they are working in the space that you’re hoping to recruit in. An award-winning agency recruiting for marketing superstars won’t necessarily have such a great network of IT professionals for instance.
It’s easy for recruitment companies to make bold claims, e.g “we have the best talent database around”, but if they are not the right candidates, those databases are futile. Request references or examples of how they have helped businesses in the past to hire specific talent with specific skillsets.
Different recruitment companies work in different ways and to different timelines and KPIs. Before committing to one or even a few agencies, it’s essential to discover their approach to work, and whether this aligns with your internal process.
For instance, how do they submit candidates? Is it through a portal or by email? And to whom? Every company has processes and procedures that are idiosyncratic to them, so it’s important to ensure that your chosen agency’s processes match yours in as much as is possible to allow for seamless recruitment.
The most essential component is ensuring that there are frequent and consistent communications in place by both yourself and your recruitment partner, but also with all potential candidates. The application and interview process is as much a representation of your organisation as they are of the recruitment team to whom they are in contact.
Hiring Strategies and Recruitment Techniques
It is vital to have a good understanding of the techniques and processes a recruitment organisation follows for reaching out to candidates and shortlisting the right ones. They should not merely do a Skillset- Requirement Keyword match for shortlisting.
The hiring strategies should form the principal criteria for choosing or discarding a recruitment partner. A comprehensive screening process should be an essential part of any recruitment organisations’ process. This will ultimately take some of the guesswork out of a potential interview and will pre-screen candidates for softer skills before submitting them to the client. You don’t want to be walking into an interview only to find within the first five minutes that the candidate is completely wrong for the job, often lacking key criteria which should have been picked up by the recruiter.

It’s also very important to understand how your recruitment partner will source its talent. If you’re dealing with an inexperienced consultant with a small network within an agency, they will rely on job boards to source your talent, a resource open to everyone. In doing so, they are only sourcing talent within the active job seeker market, which represents only 10% of the talent market.
A reputable recruitment consultancy consisting of experienced consultants with deep and wide networks, source their talent from the “passive job seeker market”. This talent pool is not actively looking for a new job. However, they are interested in hearing more about your company and open jobs when we contact them about it.
Corvus created a bespoke recruitment solution, finding you the perfect fit through management alignment, behavioural insights and full profiling. Corvus Assured® lets you make better-informed hiring decisions – it’s got a 97.5% success rate. It helps eliminate bias by replacing subjectivity with tangible data. And includes behavioural insights, so you can anticipate how a candidate will behave in their new role.
When you combine all of this with our experienced team managing your process, you have the most powerful recruitment solution on the market today.
Added Value Services
Recruitment companies should always be offering more than a shortlist of candidates. The right partner will be truly consultative. If you are working with a specialist, there is no doubt they should be providing insights into the industry job market, its trends and opportunities. While other client information will remain confidential, they can provide you with insightful market considerations and salary guidance on the role.
Within the current market, recruitment has gone beyond traditional hiring channels. Days of relying solely on job posting sites and referral systems to find potential candidates are long gone with the introduction of behavioural analysis, mobile recruitment, and social media.
You must also see if the firm is dynamic and multi-faceted. LinkedIn profiles, Glassdoor reviews, and a number of innovative channels are being widely utilised to provide a more in-depth insight into a potential candidate’s personality and aptitude. A recent study found that 122 million people received an interview through LinkedIn with 35.5 million having been hired by a person they connected with on the site.
It is also worth discussing additional services with your recruitment partners, such as onboarding assistance, Pre-Joining Training, and background check.
Customer Service and Transparency
There are so many steps and intricacies in the hiring process. When you choose a recruitment partner, their team should be agile enough to answer your queries and communicate clearly. Their customer service process should be efficient, and you should be able to communicate and discuss thoroughly at every step.
Furthermore, the hiring organisation should professional and capable to explain all the aspects of the contract or deal thoroughly. They should not make commitments which they cannot fulfil, and should openly discuss any hidden challenges.
Reputation
Albeit, a relatively obvious criterion to consider before partnering with any recruitment organisation for your hiring processes, the reputation of the company is essential.
If a recruitment organisation has established itself as an industry-leading top talent provider, it is extremely likely they will provide you excellent services as well. The previous clients of the agency are a great way to estimate their credibility. It’s highly advisable to research the hiring organisation meticulously and request references from previous clients.

You can vouch for the recruitment agencies which can provide testimonials and reviews from past and existing clients. Client feedback shows the agency’s consistency and customer loyalty.
The recruitment organisation you are considering partnering with should be consistent and well-managed to provide you with the best hiring solutions with the best matching talent in a cost-effective manner.
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Is Salary Benchmarking More Critical Than Ever In 2022?
With organisations engaged in a battle for talent and salaries drastically fluctuating, salary benchmarking is essential for any business that wants to stay ahead of its competitors.
With substantially more vacancies than professionals available to fill them, jobseekers now possess a multitude of options, such as hybrid or remote working, 4-day work weeks, mental health support and more meaningful work, making it imperative that businesses do everything they can to access the top talent.
One consideration which has become critical in this competitive landscape is salary benchmarking.
What is salary benchmarking and how do you go about it?
Salary benchmarking is simply the process of comparing your compensation package with those offered at other organisations – in particular, your competitors.
Ideally, salaries and benefits packages should be benchmarked for each role in your organisation, as well as any new positions your company is expecting to recruit for new roles. If this is not a feasible option for your organisation, it is possible to group positions based on seniority and benchmark accordingly – this will also contribute to assessing your organisation’s career development system.
The key to successfully benchmarking is the availability of data. Accessing a data source which encompasses a comparable variety of roles in your organisation in order to evaluate compensation across different sectors and locations. Seeking a greater quantity of roles in a data set will allow you to more accurately assess the minimum, maximum and average salaries of a specific position.
Once you have gathered the relevant data, it should be recorded in a way which enables easy replication, whether annually or quarterly. You should then use this data to make comparisons with what you are paying/expecting to pay and adjust salary and benefits packages if you find your offer isn’t competitive when compared with those being made by other organisations. Whilst candidates are seeking out employers of choice, if your offerings are substantially lower than your competition, you will lose out on the top talent.
Why Benchmark Salaries In 2022?
While salary benchmarking is always critical to support your talent attraction and retention strategies, it’s become even more important as we enter 2022.
Given the lack of available professionals, companies are battling to attract and retain talent which in many cases is hiking the value of salary and benefits packages. This not only impacts organisations looking to hire but will encourage employees already in roles to look elsewhere if they feel their existing salary is no longer competitive.
Which such a big shift in the jobs landscape, companies which have not recently benchmarked their compensation packages will be utilising out of date figures, resulting in their compensation packages becoming uncompetitive.
As well as remaining competitive, benchmarking also enables businesses to maintain sensible pay structures by characterising the maximum remuneration scales. As a result of the shortage of professional talent, which has created increased competition, there are some organisations offering unsustainable increases which will be problematic in the long term. Bidding wars resulted in resignations being met with extensive counteroffers, which in individual cases are adequate, however, when other employees find out a colleague received a generous pay increase by looking for another job, this will lead to similar action.
Employee satisfaction is often a complex topic to analyse. Although there is no formula to ensure your employees are happy, it can be universally agreed upon that salary plays an important role. On top of a healthy workplace environment and tangible personal goals, all employees want to feel valued within your organisation and the primary method to quantify that value is through pay. If an employee believes they are underpaid for their position, they are more likely to become dissatisfied and look for a role elsewhere. Salary benchmarking gives employers the ability to analyse the pay structure of industry competitors, updating their own approach to ensure employees are being paid fairly and are more satisfied in their positions, therefore reducing staff turnover. This is one of the biggest benefits of salary benchmarking.
Understanding the changing salary landscape will help organisations navigate the current environment and will help you to know where and how to allocate a budget for your selection of roles.
Why Benchmark Company Benefits In 2022?
When benchmarking salaries, you will likely find that your organisation simply cannot meet all of the salary increases being offered by competitors. Therefore, it is also useful to benchmark the wider benefits packages other companies make available to their employees. In the relentless quest to claim the best talent, employee benefits benchmarking is crucial.
While obtaining data on benefits can be more difficult than salaries, having some basis for comparison can help you to build attractive overall compensation packages, rather than solely relying on offering the very highest salary to attract talent.
Jobseekers are increasingly motivated by the overall package, rather than just salary. The top benefit trends for 2022 are Top benefit trends for 2022 circulate around remote working, increased flexibility, and focus on mental health and wellbeing, therefore are there alternative or non-financial benefits which could be introduced which would appeal to candidates more? With employees seeking a better work-life balance, these options could then be deemed more attractive than a competitor offering a higher salary but none of these benefits.
With the job landscape fluctuating all the time, benchmarking total compensation packages, including benefits, will help you to offer overall packages which stand out from your competitors. ‘The Great Resignation’ although not entirely detectible within the UK, has certainly been evident with professionals having the intent to move but not following through as of yet. If this flirtation translates into widespread resignations, you need to have salary and benefits packages in place to attract those who are on the move.
Benchmarking can help you measure your return on investment. Does what you are spending on employee benefits really pay dividends when it comes to employee retention and overall morale? Or do you need to invest in other areas in order to maximize your ROI? You may want to consider deploying internal surveys in order to gauge what is most valued by your workforce if you don’t already have a measurement tool in place.
What Salary And Benefits Benchmarking Tools Should You Use?
Listed businesses have remuneration committees in place for exactly this purpose but, without any guidance of the compensation packages offered by other organisations, it can be difficult to know where to start.
Salary surveys can be useful for benchmarking at more junior levels, particularly with the significant volume of data that can be generated when comparing pay for roles that are relatively common in the marketplace.
However, at the most senior level – where there are simply fewer roles to compare, and typically a larger variation in the make-up of compensation and benefits packages, it may be more difficult to determine a competitive benchmark.
There are a number of free salary surveys and benchmarking resources available here.
While it’s important to recognise and understand the current challenges in recruitment, it is impossible to know if this surge in salaries is temporary or here to stay. Even if it is temporary, this is likely to create equal pay risks due to pay discrepancies between new and long-serving employees, therefore having a strategy in place now may prevent employing strain in the not-too-distant future.
Talent management and employee retention inside a business can benefit hugely from salary benchmarking. A company that ignores the significance of benchmarking and the advice that stems from benchmarking does so at its peril. However, make good use of benchmarking and a company should see retention rates improve, as well as employee satisfaction levels.
If you need any advice on how to approach your organisations’ benchmarking, get in touch with Corvus today at hello@corvus.jobs
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Attracting Talent Through Employer Branding
Attracting the right people to your company isn’t easy. It’s dependent on how you are perceived by the market. If you are seen as an employer of choice, – especially at executive level, attracting the right talent will be easier.
Top talent is always in high demand, but in a candidate short market, it takes a much more sustained commitment from organisations to communicate their employer value proposition to prospective new business leaders and functional specialists.
When you need great people, and you need them to perform immediately, how do you secure this in-demand talent in the face of vast competition?
These specialised professionals are fully aware of their market value and know that they’re sought after to add value, so will always ask “What’s in it for me?”.
Remuneration, rewards, and perks all contribute to the decision-making process, but in recent years, so too does the perception of the organisation. How does it compare to the competition? Is there potential for growth? What focus is given to the organisational culture?
Being an employer of choice is fast becoming the swaying factor, with 76% of candidates explicitly looking for what makes a company an attractive place to work (CISM). There needs to be an onus on building an employer brand that is data-driven and talent-led. An employer brand that is designed around your people and your business goals. An employer brand that helps you and your employees thrive.
What is Employer Branding?
Employer branding is the process of defining and positioning who you are, as the employer of choice, to target potential candidates. It requires defining your unique employee value proposition and identifying the unique benefits (beyond the bare minimum) which are offered to employees in order to attract them to your business.

Within candidate attraction, your employer brand refers to the perception your potential employees have of your company, whereby each interaction you have from initial contact, will contribute to establishing your company’s values, work culture, and personality to ensure they are aligned with your ideal candidates’ aspirations.
While there may be a positive impression during the initial awareness phase of research online or through networks, a poor interview experience (lack of feedback, delays) could negatively influence initial good perceptions. Make sure that all interactions with your brand are consistent and accurate – whether it’s your online presence, leadership team, HR etc.
As potential new employees make decisions about joining your company based on these impressions, the requirement for a definitive strategy to ensure your key messages are being presented and received to candidates. 80% of talent acquisition managers believe employer branding has a significant impact on the ability to hire top talent (LinkedIn).
Implementing an employer branding strategy is an intricate process with considerations from HR, marketing, and senior business leadership required for consideration.
Check out our key recommendations to attract and retain top executive talent through employer branding.
Who Are You?
Before implementing any form of branding strategy, you will need to determine whether you are genuinely considered an employer of choice by your existing leadership team. Existing and previous employees are your greatest brand ambassadors, and if they have had poor experiences or are not conveying a positive message, it’s important to find out why not. Initiating employee satisfaction surveys and monitoring reviews of your organisation online (e.g. Glassdoor) are critical methods of understanding your company perception amongst your employees.
Define Culture and Aims
Why have your existing employees remained with your company? What is it that keeps your employees engaged? What differentiates you from your competitors? These are the questions potential candidates will also be asking, so the answers will provide the reasons why people would want to work for you. Whether your reputation of continual improvement with enviable training opportunities or simply a friendly, collaborative environment, understanding these qualities will enable you to communicate these as indicators of your company as an employer of choice.
Communicate To Specific Audiences
Ensure the message, tone, and content that you are delivering to specialist and critical candidates are tailored appropriately, whilst adhering to the encompassing aims and purpose of the organisation. “59% of companies leverage their career website for communicating their employer brand” (Employer Brand International). It is imperative that everyone involved in conveying your employer brand is informed of the right message and provided with the appropriate information to do so.
Embrace Leadership

People want to work with other industry leaders who define new parameters and encourage change – the top talent consolidated in one arena. Promote the skills and capabilities of your current leadership team by demonstrating their innovation and how your company culture and environment encourages this sort of talent. If you are looking to develop an area of the business or new business opportunities, the focus should be on potential employees and prospects to affect chance and shift culture.
Consider Your Online Presence
Online interaction will influence the perception of your company and employer brand, with 79% of candidates using social media in their job search (Glassdoor). Companies need to consider the quality, consistency and relevancy of information included on the corporate website, the level of research and insight that an organisation releases, and even the LinkedIn profiles of the leadership team, which are all monitored by potential new employees.
Through Corvus Assured, we support businesses to protect & improve their employer brand by ensuring all candidates have a positive experience. We also support businesses by creating applicant information packs & bespoke, tailored adverts which are designed to explain to the audience “what’s in it for them”. The process leads to above industry rates of new employee retention which also feeds into building employer brands.
Check out Corvus Assured to find out how we could help your recruitment process.
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What Candidates Want From Their Next Employer in 2022
We often think about the things companies look for in candidates, but in the current candidate-driven market, it’s become more important than ever to know exactly what candidates are looking for in a company.
The last year has forever changed the way employees view and approach work, but the one thing which continues to hold true – businesses that want to attract and retain the talent they need to move forward, must understand the top priorities of their future workforce.
They must embrace new, flexible work models and encourage a workforce that can construct their careers. Employees want to decide when and where they work, to be measured on the value they deliver and expect to be trusted to perform. Companies that understand and embrace these wants and needs will attract the right people and more importantly, hire the right people.
Top features candidates want in 2022
Job Security

The COVID-19 pandemic has created global economic uncertainty. Now more than ever, candidates are prioritising job security and stability from their employer of choice. They need to know how the pandemic has impacted your industry, and what actions are being implemented to ensure your company comes out on top at the end of all of this.
A huge 73% of job-seekers reported that their main anxiety throughout the pandemic concerned their career, rather than their health. Alarmingly, just 35% are worried about catching the virus – not even registering in their top five concerns. This indicates that employees value the security of their job above anything else. Unsurprisingly, roles offering longer-term stability will be the most highly valued by top candidates.
Flexibility & Work-life Balance
Whilst initially creating a degree of angst and scepticism, working from home has proven that people can work just as effectively as before, with many employees will continue to expect it well after the pandemic is over.
However, as the lines between work and home continue to blur, today’s candidates are increasingly evaluating a company’s culture when looking at new positions — they want to see that work-life balance is a genuine priority to prospective employers and they want to understand how remote employees are supported.
Candidates are seeking jobs that will give them a work-life balance that accommodates their lifestyles, having become a much bigger factor in how happy employees are than they used to be. This may be because employers are finding new ways to entice their employees with extra perks that will make their work-life balance more effective and enjoyable for them, for example, 4-day working weeks and half-day Fridays.
Workers are asking for more flexibility in where and how they do their job. 80% of workers say they would turn down a job that didn’t offer flexible working. The good news is, remote work is a boon for retention rates (improving them by 10%) and engagement.
Remote work is on the increase around the world, with 16% of global companies now fully remote and 52% of employees working from home at least one day a week. With more companies focusing on the environmental impact of their operations, it makes sense that remote work and flexibility will become the new normal for working life.
Growth & Development Opportunities

Even before the pandemic, one of the primary reasons for employees to move on from their current employment was due to the lack of growth and opportunities for development. Research by The Harris Poll found that one in three employees (34%) quit their last position because they “didn’t learn new skills or better their performance.”
After a tumultuous 18 months, growth and development are more important than ever as candidates are more likely to associate these qualities with stability. Demonstrating to candidates that your company is invested in their development will enable them to see a potential future at your organisation, and provide a sense of future job security.
For your business to excel, you need to be attracting the best talent, and that talent is ultimately the candidates who are always looking for further opportunities to grow in their careers. If you can provide opportunities for your employees to grow within your company, then you have a chance of hiring and retaining the best talent.
Enabling your employees to develop their careers, will effectively be rewarding to the company as an entity, as retaining employees will bring higher levels of productivity and largely improve the company’s overall reputation as being an employer of choice. LinkedIn research shows 93% of employees would stay at a company longer if it invested in their careers. And offering career training and development would keep 86% of millennials from leaving their current position.
If candidates know there are chances for their career to develop within your company, they are less likely to seek out other opportunities and much more likely to stay with your company.
Meaningful & Challenging Work

Top talent will often leave a company when they feel as though they are no longer being challenged enough from their role. When employees feel undervalued at work, this can refer to the volume of work, but also the type of work they are doing.
Employees want to do work that challenges them or is consequential, or at the very least to expand their skills. When that work no longer stimulates them, they will seek out new opportunities which do. A recent study discovered that 9 out of 10 professionals confirmed they would forego up to 23% of their future earnings for work that is always meaningful.
Appreciation
Although employees get paid to come to work every day, they work hard and when that hard work is accomplished it should be rewarded or acknowledged.
Having processes to recognise and reward employee successes can benefit your business in several ways, including hugely supporting your recruiting activity. Potential employees can see that your organisation is one where they know their work will be rewarded, alongside helping you to retain existing employees and also your brand identity. If employees know they will be rewarded for their efforts, or even just have their hard work recognised, they will likely be more productive and effective within their roles as they know it benefits the company and that it is appreciated. This sort of encouragement is likely to attract new and better prospects as well as ensuring the ones who are there want to stay there for as long as possible.
Employees become disheartened and disengaged if they feel they are working hard but that it is not being valued. A recent survey found that 96% of employees say it is somewhat important or very important to feel appreciated at work, yet only 37% indicated they were satisfied with the level of gratitude expressed to them at work.
Total Compensation
Almost half of job seekers have cited attractive benefits and perks such as gym memberships and PTO as a top factor when applying to new roles. Other significant factors included high salaries (46%), work-life balance (43%), and the flexibility to work from home (41%).
Ultimately, candidates are no longer solely attracted to a high salary, but rather, they are actively seeking a comprehensive total compensation package.
Offering job perks to potential employees, may not only be the competitive advantage over candidates’ other offers but also validates your company as one that values its employees and reinforces a positive company culture.
Compensation packages do not always have to signify monetary deals. Many of the top benefits and perks which win candidates over are easily implemented, such as gym memberships, flexible/ remote work options, employee discounts, etc which can mean securing those top talents.
Autonomy

Employees thrive in environments where management trust them and they possess sufficient autonomy to do their jobs. When employees are micromanaged, they may begin to feel anxious and become unable to work as effectively.
Throughout the pandemic, this has particularly been the case with many employees working from home, whereby employees crave to be trusted to complete their job effectively.
Conclusion
As the war to retain talent escalates, the focus on valuing exiting employees has become more important than ever. Along with a universal recognition that resilient employees are the foundation of any company, came an understanding that a company’s workforce is essential to business survival & growth. This has prompted organisations to completely rethink how they attract, retain, and manage their talent.
There are undoubtedly vast shortages of candidates, particularly within niche roles and industries, thus fuelling the candidate market. For employers, there is a great necessity to manage candidate expectations or risk losing out on great talent. Organisations’ need to embrace the idea that efficient, seamless, and speedy hiring is critical in today’s competitive market.
Check out Corvus Assured to find out how we could help your recruitment process.
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Top Skills Employers Are Looking for in Candidates in 2022
There are a number of universal skills that employers look for in candidates regardless of what the position is. Possessing and demonstrating these skills will make you vastly more desirable to employers. These skills essentially include communication, problem solving and teamwork.
Whilst there are specific skills needed for each industry and job, there are also core competencies that span across all professions. These are considered key employability skills and are essential to being an effective employee, and future leader.
See below the most sought-after employability skills that hiring managers search for in candidates:
Communication Skills
Communication skills are fundamental for essentially every job, within every industry. Employers require team members who will successfully interpret what is being asked of them, as well as effectively communicate with others. These skills are particularly of importance in senior roles which enables others and yourself to understand information more accurately and efficiently. Being able to articulate well provides a significant advantage!
To perform your job effectively, you need to successfully discuss problems, request information, interact with others, and have good human relations skills – these are all part of having good communication skills. They help in being understood well and in helping understand the needs of those around you. In a recent poll, undertaken by Corvus, we discovered that the number one quality that hiring managers look for in candidates are communication skills, with 46% deeming it more important than dependability, confidence and ambition combined.
Leadership Skills
Leadership skills are one of the soft skills that many employers look for in candidates and that can be helpful at all levels of your career. From managing a team to contributing to a project, leadership skills will help you motivate others and ensure tasks are completed promptly. Managerial roles, in particular, require this ability to lead, alongside a strong willingness and the desire to accept responsibility for results. It’s the experience to take charge, to volunteer for assignments, and to accept accountability for achieving the required results of those assignments.
Leaders have a unique ability to inspire a vision and motivate others towards it; sometimes to go beyond what’s required of them. Whereas managers focus on tasks and managing work to achieve organisational goals. But having someone who can do both effectively, you’re more likely to have engaged, committed, and productive employees.
Employers seek these skills in the candidates they hire for leadership roles. The indication of the leader is that he or she does not make excuses. You must demonstrate your willingness to be a leader within the organisation by offering to take charge of achieving company goals and then committing yourself to perform at high levels.
Teamwork Skills
Effective teamwork was a challenge even before the global pandemic. Lockdown definitely made it even harder. Now, as people gradually return to work, organisations need to restore their focus on enabling teamwork.

Regardless of your job title or industry, many employers consider teamwork skills a must when reviewing applicants. Candidates with a positive attitude towards teamwork are sought out by employers for many reasons—they demonstrate leadership, collaboration, and good communication.
When a team tackles a problem, the project benefits from multiple perspectives, skillsets, and experiences all at once. The American Psychological Association found that diverse teams can offer greater innovation and creativity, and a competitive advantage. The ability to manage, lead or contribute to a team is imperative to maximise opportunity and performance.
Additionally, when employees work together and succeed as a team, they form bonds that can turn into trust and friendship. This is ultimately great for your company, as employees who like and trust each other are more likely to communicate better, support and motivate each other, and work cooperatively.
Interpersonal Skills
Businesses must understand the importance of personal skills in order to support employees nurture better communication and collaboration. Managers should identify areas for improvement and help their employees evolve. They should encourage them to attend courses and training that promote personal growth and put them in situations where they can practice good communication skills and improve collaboration.
These skills enable you to build relationships, communicate effectively and handle situations in an appropriate manner. It is essential to have people with solid personable skills on your team, as it will allow your business to run smoothly and make your day-to-day operations much more efficient.
Interpersonal skills help individuals to interact with others effectively on the job. Some people are born with such skills, and some need to acquire and improve them. It is imperative for you to have impeccable interpersonal communication skills to handle clients and maintain good relations within the team.
Adaptability Skills
Learning skills enable you to learn new things and adapt to new situations within the workplace. This is especially important given the ever-changing workplace and the need for employers to stay competitive by implementing new initiatives. Having good learning and adaptability skills can set you apart from other candidates and show employers your willingness to learn and change when necessary.
Employers want to hire employees who are successfully able to manage changes in the workplace, and being adaptable shows employers that you’re able to handle new changes and challenges with ease. Essentially, having a natural ability to adapt indicates that candidates will possess a higher degree of leadership qualities, including focus, motivation, and an open-minded outlook. When others see you embracing change, it’ll inspire them to do the same. Being adaptable will also help you earn the respect of your co-workers. The better you’re able to manage change, the better you’ll be able to lead your company at large.
With the ongoing changes in technology and other fields, it’s important to stay relevant in your chosen profession. The more adaptable you are, the more comfortable you’ll be embracing new ways of doing things. This involves the implementation of a new workplace system, new tools, or new business strategies. The more adaptable and therefore relevant you are, the better you’ll be able to change with the ongoing landscape.
Organisational Skills
Organisational skills are some of the most important and transferable job skills an employee can acquire. They encompass a set of capabilities that help a person plan, prioritize, and achieve their goals, which, in turn, can save a company time and money. These skills are essential for multitasking and keeping a business running smoothly and successfully.
Employers aim to recruit candidates who can work to achieve results consistently, even when unforeseen delays or problems arise. If you are the kind of employee that knows how to get things done in the most efficient manner possible, your existing company will value your efforts, and other firms should be beating down your door!
An organised employee helps save their company time and money. These individuals can multitask and maximise their employer’s resources. When you discuss your organisational skills in an interview, you will show your value by proving your ability to consistently achieve results, even in the event of unforeseen circumstances. Good organisational skills lead to better productivity; something every company craves!
Problem-solving Skills

One of the essential skills in any workplace is the problem of problem-solving and critical thinking. At its most effective, it allows employees to seamlessly engage in the psychological process of realising, evaluating, and resolving challenges faced daily. At the core of business development, the ability to problem solve allows employees to learn to use accessible resources to work out issues in a productive manner that does not betray your company’s integrity.
We often associate the skill of problem-solving with those in senior positions. After all, they have more responsibilities, as well as the authority to tackle any issues that may arise. While it’s not very likely that you will be asked to find a solution to a major business issue on your first day of a new job, the way you handle even the smallest of problems will demonstrate to an employer how well you can deal with larger ones. If your boss doubts your ability to overcome difficulties that come your way, they may not trust you with more responsibility, or consider you for a managerial role later on.
Knowing how to solve problems is therefore of paramount importance vital. Luckily, there are many ways you can develop the skill, and learning how to demonstrate it can prove invaluable at job interviews.
Open-mindedness
In order to survive whatever trials and tribulations the future might bring, we need to learn to adapt. Business leaders must learn to be more open-minded, which means being receptive to the views, ideas and knowledge of others. An open mind can be an unstoppable force in driving business strategy, building culture and enhancing the financial performance of your company.
Having an open mind helps us think more critically, especially when faced with unpredictable circumstances. It helps us see the bigger picture and think more laterally about how best to solve a problem not only in the short term, but in the long term too. No two problems will ever be the same, but an open mind makes us more adaptable to finding solutions.
Most industries today are quickly evolving, which means the old tried and tested methods for success are likely to be redundant, as ever new developments come into play. The only way to ensure your business survives is to stay ahead of the curve, which means being receptive to new business practices and trying something new. Maintaining an open mind as a leader or employee means you’re less likely to get stuck in a rut when going about your everyday business tasks, enabling us to become more naturally inquisitive, which in turn makes is more able to better ourselves and improve our knowledge and understanding, day-by-day.
Strong Work Ethic
Employers want employees who they can trust to perform their duties and meet deadlines without having to micro-manage them. Having a great work ethic ensures you can complete your tasks and manage your work effectively even when no one is regularly checking your progress. Stanford Research Centre and Harvard University, and Carnegie foundation found that a whopping 85% of job success comes from excellent soft and people skills.

At work, accomplishing tasks and projects with a good work ethic shows that you are a reliable employee and opens you up to more responsibilities and leadership opportunities, which can increase your chances of a raise or promotion.
Having a good work ethic is also key to a positive experience in the workplace for both you and your co-workers. When you possess these skills, you likely perform high-quality work, have strong relationships with colleagues and contribute towards achieving important tasks that add value to your team and organisation. Also, those with a strong work ethic can often inspire other colleagues by serving as an example of how employees should behave. This can establish an organisational culture that values hard work, cooperation and peer support.
Where do employers assess these skills?
Employers encounter applicant’s skills in a few different places, with the most important places being CV, cover letters, LinkedIn and interviews. Here are factors to keep in mind when highlighting your skills in each of these settings:
CV
The best place to highlight your top skills is in the “Skills” section on your CV, or you can easily incorporate mentions of these skills throughout the experience section of your CV in the descriptions of your job duties.
Cover letters
Your cover letter should include mention of two to three of your most marketable skills as they relate to the job you are applying for. Include these skills in the body of your cover letter as well as an example for each of how you have used these skills in your previous work experience.
With 87% of active and passive candidates open to job opportunities, it is undeniable that employers will do their research in reviewing your skills prior to your interview. Ensure your profile is up to date and professional throughout. This is the perfect platform to highlight your skills and achievements which may be a deciding factor in being invited to interview.
Interviews
A job interview is a great time to openly talk about your marketable skills with the employer. During the interview, provide examples of how you have used your skills in the past. Try to mention all skills that are relevant for the position, especially the skills that were specifically mentioned in the job posting.
If you are looking for a new challenge, check out our available roles or contact us at hello@corvus.jobs
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How To Create A Happy Workplace in 2022
Unsurprisingly, the happier your employees, the more successful your company.

Happy employees are more creative, innovative, and dedicated than their unhappy counterparts, not to mention, they’re more likely to stick around long-term. Many workplace studies have demonstrated a direct correlation between employee happiness and your business’s bottom line.
We all know that stress kills creativity. According to research, if a person is happy they will exude higher energy and creativity levels. In the past, employee happiness has not always been such a priority, with businesses tending to focus solely on keeping their customers and clients happy. The effects of Covid-19 and the ‘new normal’ working environment, employee satisfaction, and even happiness has become a primary concern for most companies.
Employee productivity and engagement are signs of a healthy work environment, and there is a direct correlation between the level of employee happiness and your bottom line. When you couple the benefits of having a happy workplace with the overall improvement to your co-workers’ lives, making conscious upgrades to your culture is nothing short of a necessity.
If you want your company’s profits to increase, there are a number of small steps you need to take to ensure the happiness of your employees. This does not always mean money! There are various other practices that may be used to reach out to your employees. Employees want more than just a salary. They want to be happy in the place where they spend 70% of their waking hours.
So, here are some changes that you can bring about immediately to increase the happiness level in your employees and improve your bottom-line:
Make Work/Life Balance a Priority
The concept of work/life balance has become a priority for most workplaces. Employees need to have a clear understanding that you value them as a loyal member of the team and as a person who has a life outside of work that is equally as important.
Many businesses have made it known that work/life balance is a priority by offering WFH or hybrid working models, unlimited vacation days, discounts on surrounding health and wellness programs, or childcare options. Offering incentives that improve an employee’s overall quality of life show that you care about their wellbeing.
If you’re struggling with what to come up with to instil the importance of work/life balance, think about what makes you happy outside of work and what perks you personally would want. Your team members probably want the same exact things.
Encourage Workplace Wellness

With an emphasis on “living our best life” becoming amalgamated into people’s daily lives, working professionals are no longer just hoping, but expecting, their employers to provide wellness practices in the workplace. Whether through food, physical exercise or mindfulness tactics, incentivising wellness is a brilliant idea.
Many new programs have been developed specifically to improve the work environment so it’s easier for employees to adopt and maintain healthy behaviours.
There are a number of options available to endorse a culture of wellness by implementing these strategies:
- Prepare and distribute a list of healthy dining options near the office
- Arrange for bike racks and provide “cycle to work” promotional materials
- Negotiate corporate discounts for gyms/ health club memberships
- Hire a yoga instructor or mindfulness specialist to come into the office once a week or month to reduce team members’ stress
Showing your employees you want them to live happy, healthy lifestyles is another way of showing them how important they are to your company.
Deliver Genuine Recognition
Engaged employees will always strive to go beyond the call of duty. They take ownership of their duties and often complete them before the deadlines. But, to keep the motivation levels high, you need to genuinely appreciate their hard work.
Always recognise tasks that are done well and give due credit. A positive feedback loop will ensure that your engaged employees stay that way.
Many organisations offer bonuses and incentives, but money isn’t everything. The best motivator is public recognition, in which the employee enjoys an elevated social status and the joy of being praised. There are many ways in which you can appreciate your employees’ hard work.
Feeling underappreciated is one of the top reasons for employees quitting their job in 2021, ahead of needing a better work-life balance and career advancement. A simple gesture of appreciation can alleviate a sense of employees feeling undervalued and contribute to overall company morale. If a team member deserves to be recognized for outstanding work, tell them right away: Don’t wait for their “review.” The days of annual reviews are ancient history.
Provide Growth Opportunities
Talented employees want the opportunity to learn and develop their knowledge. The desire to progress and improve their work is one of the main driving forces behind employee motivation.
When leading a team of employees who are completely engaged, undertaking monotonous tasks on repeat will impact on motivation and sense of achievement. Instead, offer them tasks that require productivity and allow them to grow professionally.
Some of the ways in which you can promote professional growth is by offering them to study further, attending conferences and letting them participate in internal mentorship programs. Investing in your employees’ professional growth not only benefits your business but also makes them feel worthwhile and appreciated. This feeling of gratitude and satisfaction will motivate your employees to work to their maximum capabilities to increase your bottom line.
Refrain from Micromanaging
Employees who feel trusted and supported, without being hovered over, are undoubtedly more relaxed and confident in the job they do.
It’s safe to say that no one likes to be micromanaged. If employees feel like they are constantly being monitored, they will not perform the same way they normally would, and will begin to resent their job.
Give your team the trust and creative freedom that they deserve by setting clear expectations and fair boundaries. Offering your team autonomy and trusting that they will make the right decisions will maintain their confidence, further contributing to the success of your business.
Independence in remote work conditions means giving them the freedom to work however and whenever they like — within reason of course. It also encourages them to share their opinions and feedback.
Provide consistent feedback

Employees want you to notice their hard work and expect feedback from management. Understanding what their strengths and weaknesses are, and how they can improve to perform even better is fundamental to both individual and company progression.
Offering consistent feedback regularly to your employees will open communication barriers between you and your team. It can present constructive criticism and positive recognition, clears the air of confusion, and communicates how an employee’s behaviour aligns with company results.
Feedback, however, is only effective when it is delivered objectively and with complete fairness. Always use it as a tool of instruction rather than a means of punishment.
Launch an Individual Development Plan
An individual development plan can assist employees in career and personal development. Its primary purpose is to help employees reach short and long-term goals and improve current job performance.
You can use an individual development plan to develop a better understanding of your team’s professional and personal goals including their strengths and areas they want to improve on. This shows your team that you are serious about investing in them as individuals and ensures everyone is accountable for reaching their customised goals.
Most leaders agree with the fact that employee attitude plays a great role in a company’s success. If your employees are motivated or frustrated, it largely depends on you. To keep your team engaged and happy, make sure you incorporate these tips in your leadership every day. To ensure these implementations are long-lived, practice them daily and remind your team often that they are an integral part of the company.
Happy employees are engaged employees! Let your employees prosper and help them grow professionally and watch your bottom-line increase.
If you need help ensuring you are finding the right cultural fit for your business, check out Corvus Assured.
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