The Covid-19 pandemic has created a huge demand for better work-life balance amongst the newer generation of employees.

In fact, companies that offer such benefits tend to attract the best talents out there, which highlights the need for organisations to adopt a dynamic and responsive approach.

That said, here are some of the changing trends that employers should take note of if they wish to attract the cream of the crop.

Well-being and safety

With the closure of schools and work-from-home (WFH) arrangements, many are feeling the stress of juggling their family life and careers. What’s more, older employees are facing immense pressure to adapt to fast-changing digital needs.

As such, many employees are also reeling from the stress of adapting to such rapid changes in the workplace. To help mitigate this, managers should check in with their teams frequently to see if they require additional support.

In this regard, empathy from managers can leave a lasting impression on teammates, especially since more employees seek improved overall wellbeing over increments and promotions.

As Covid-19 cases continue to rise in Malaysia, employees also fear the need to be present at the office. High risk industries may find that the benefits of privately vaccinating workers and their immediate families, outweighs the cost of having to deal with absenteeism due to illness or close-contact quarantines.

This is where transparency in addressing Covid-19 cases within the office comes into play, as it will help boost employee confidence. Employers can also gain the trust of their onsite staff by following strict SOPs to reduce exposure.

Adapt company benefits to current needs

A dampened economy is an incentive to offer creative, non-monetary benefits to employees. Companies seeking new talent could pair a decent salary package with the option of working remotely.

This will attract a new breed of employees who thrive on WFH arrangements and remain productive, much to the delight of their employers.

As most working parents are usually managers or experienced staff, companies should also partner up with childcare providers and offer free or subsidised services as part of their benefits. This helps alleviate some of the burdens felt by these working parents, and in turn, will benefit the company.

In addition, businesses need to ensure employees are equipped with the adequate tools to do a good job. According to a recent survey by Ernst & Young Consulting (EY), more than half of the respondents want companies to upgrade at-home hardware, such as extra monitors and headsets (59%) and would like reimbursement for high-speed internet and phone expenses (51%).

Communicate plans and core values

Employers wanting to headhunt must ensure the ‘pull’ factors are extremely compelling. To this aim, employers must be transparent about the values and future plans. This will give potential employees more confidence in joining the said company.

Clear communication of values also attracts the right employees which results in a better cultural fit, lower turnover rates and ultimately, more satisfied staff.

As the talent pool grows to include Millennials and Gen Z, environmental sustainability has also become a hot topic.

HSBC’s 2019 ‘Made for the Future’ report showed that 24% of companies said that a main factor behind their sustainability investments was to improve their ability to recruit and retain the best people.

To put it simply, employees care about what lies underneath the corporate facade. Hence, employers should take time to communicate regularly and consistently about their corporate sustainability plans. This genuine effort by a company to live its values will definitely inspire future hires to join the cause.

Use technology to secure talent

A 2019 study by Jobvite revealed that recruiters are more dependent on online channels and systems than ever before. In fact, eight out of 10 recruiters are now making video conferencing, text messaging and Artificial Intelligence a key part of the hiring process.

Online aptitude tests can be used as a filtration system to ensure the crème de la crème are shortlisted, ultimately speeding up the process and reducing the number of recruiters needed.

Bear in mind however, that technology has its limitations, particularly when trying to reach segments of the talent pool that may live in areas with poor connectivity.

There are many diamonds in the rough that may slip below the radar of technology. Nevertheless, the benefits of technology do outweigh the cons, with more of the talent pool having the opportunity to be considered.

The way forward for employers

Being conventional in a world that is anything but conventional, is a disservice to employers and employees.

We have all seen the rise and fall of giants like Kodak and Blackberry whose resistance to change led to their collapse.

As such, employers need to realise that while the job market may be depressed, it is not the time to get comfortable. Instead, employers should tailor their practices to what the talent pool requires.

As the law of attraction dictates, an employer who is dynamic and responsive to these changes may very well find themselves attracting applicants who are equally innovative and progressive.

Ikhram Merican is the Regional Director for Hexa Business, a HR and Business Outsourcing company providing one-stop business solutions over the last 20 years with a presence in 9 countries throughout Asia.