We are witnessing a continuation of the must-trumpeted “Great Resignation” phenomenon, i.e., mass job abandonment, which intensified in 2021. In 2022, there was a level of departures almost three times higher than in 2021 (44 versus 15%). Even satisfied employees are open to new opportunities, higher salaries, and greater flexibility in the workplace. Therefore, employers should reformulate their hiring models. In some companies, recruitment will need to be continuous, rather than on-demand, to keep up.  

Employment trends in Poland clearly point to increasing labour mobility. Our Talent Trends report shows that 74% of candidates are willing to look for a new job in times of economic instability, which, compared to 58% across Europe, demonstrates the high flexibility of Polish people.  

Job offers tailored to candidates’ needs 

What do candidates look for when choosing an employer? What does a job offer need to contain to effectively attract their attention? 

Employers should prepare a job advert that is interesting and consistent. As it turns out, almost 70% of job seekers claim they read the whole advert, so it is important that the job offer grabs their attention from start to finish. More than 60% expect all details to be very precise and clear. This applies not only to salary or benefits, but also to the technical job description or the scope of daily responsibilities. 

The home office trend is also an integral part of an ideal job offer. As many as 60% of candidates look for information on location – whether the job is stationary in an office or remote. When reading the job advertisement, employees pay attention to the type of contract and salary. Information about the salary is sought in the offer by one in three people. 

Interestingly, job title is also important, but less so job level in the company structure or even company name. 

When applying for a job, 9 out of 10 people look for information about a potential employer on their corporate website. Therefore, it is worthwhile for employers to ensure that the website is always up to date, that the social media content appears well-maintained, and that the graphic design remains attractive. These requirements apply to the job offer, which must, above all, be up to date. 

Among the factors that, in turn, can prevent candidates from participating in the recruitment process are unclear job description, intricacies in the offer that make it difficult to understand, and incomprehensible or too long application forms that cause impatience or even irritation. 

The ideal job offer – a good salary and desirable benefits  

Nowadays, candidates focus on higher salaries. This is largely an aftermath of the global economic crisis. The average remuneration today is much less than it was a year ago. However, once the salary satisfies the employees’ expectations, the focus then shifts to the benefits offered by the company. Since candidates and employees are prioritising work-life balance, private health care for the employee and his or her family is still the most desirable benefit.  

The ideal job offer has many criteria. To be effective in attracting the best talent, it needs to match the profile of the candidate and should address any concerns in detail. However, even the best prepared advertisement will not fulfil its role in the long term if the promises it contains do not turn out to be the same as the employer's actual offer. 

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