Tag: Company Culture

64% of candidates say that poor communication post-interview makes them less likely to accept a job offer

Data from research published by Breathe, HR software provider for SMEs has revealed interesting shifts in mindset amongst different workforce generations. Company culture is a top priority when job hunting, particularly amongst the younger generation of 18 – 34-year-olds, who are more likely to consider this than those aged 55 and over. It also uncovered people are focused on protecting themselves against burnout, with an overwhelming 81% stating they would not apply for a role that had unrealistic expectations. The younger generation of workers value strong communication, with 78% saying they would be put off a job listing that didn’t include salary expectations. Interestingly, 74% of over 55-year-olds cited no salary listing as an issue.

Key findings included:
Company culture a top priority

  • Workers aged 18 – 34 are more likely to consider company culture – 86%
    – Compared to those working aged 55 and over – only 66%
  • Interestingly, 18 – 34-year-old workers are more likely to ask about company culture in an interview than workers over 55
    – 81% vs 57%
  • 70% of UK workers say evidence of a good company culture is important when thinking about looking for another role
    – 83% say flexible working – a response to working habits formed during the pandemic
    – Interestingly, nearly a quarter of workers (24%) said that career development opportunities are not as important to them
  • Over three quarters of UK workers (76%) say they consider company culture to some degree when choosing where to work
    – 13% say it is the top factor for them
    – 41% say it is a key factor they consider

Lack of communication is a big turn off

  • A lack of communication post-interview was the top factor from an interview that would make workers less likely to accept any job offer from a company (64%). This was followed by:
    – Overly selling the company in the interview (57%)
    – Not meeting the people you would work with (51%)
  • 78% of 18 – 34-year-olds would be put off by a job listing that didn’t include a salary
    – Compared to 74% of over 55-year-olds

Protecting against burnout

  • An overwhelming 81% say they would not want to apply for a role if it had a job description with unrealistic expectation
    – This is followed by having no salary listed (77%) and non-specific descriptions of the role (75%)
  • 53% say they would be less likely/never would apply for a role that didn’t mention company culture

Rachel King, UK General Manager at Breathe, commented: “It’s no secret that company culture hasn’t always been a top priority when looking for a new job. Yet, following the pandemic and with hybrid and flexible working now the norm, more and more interviewees are placing emphasis on the type of workplace culture they want to be a part of.

“Our research found that the next generation of employees is entering the workforce with different expectations. Following a gruelling past few years they want to manage burnout with realistic job expectations and work for businesses that have a positive company culture – two areas which have not traditionally been priorities for previous generations.

“It’s more important than ever for SMEs to stay competitive in a candidate-led job market. They need to ensure they are supporting the needs of new people entering the business and fostering a strong company culture to attract and retain the best talent possible.”

Lizzie Benton, Company Culture Coach and Founder at Liberty Mind also made comment: “It’s becoming clear that getting paid every month is no longer the only draw to working. People want more from work than just a fair wage. Now more than ever people are seeking opportunities that provide a work-life balance and an enjoyable working environment.

“That’s why it’s up to businesses to build a culture that truly puts people-first in order to create the best workplaces possible. There are many simple, actionable steps that can be taken by SMEs to ensure they foster the right culture from the get-go. It’s never too late to start.”

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Half of workers dismiss jobs that do not offer hybrid working

According to new research by IWG, hybrid working is now the most sought-after benefit for job seekers. The research showed large numbers of office workers out flexible working alongside other benefits such as health insurance and group income protection (88%), life insurance (84%), unlimited vacation (76%), and extended parental leave (71%) as important benefits in a new role.

The survey was conducted among 2,000 office workers to understand better the key factors driving jobseekers’ decision-making.

The jobs website Indeed revealed that ‘hybrid’ is one of the fastest-growing search terms, having increased by 6,531% in the last 12 months. In addition, according to IWG’s research, half of workers would immediately dismiss jobs that do not offer hybrid working.

Job seekers also highly value the opportunity to work remotely. Searches for remote work have also risen by 666% and now account for 2.3% of all searches. Sixty percent of respondents stated they would like to work within 15 minutes of their home.

According to the research, office workers’ top five considerations when applying for a new role are:

  • Hybrid working (43%)
  • New colleagues (32%)
  • Potential for progression (30 %)
  • Company culture (27%)
  • Equity and bonuses (27%)

Half of office workers (49%) said they would immediately rule out jobs that didn’t offer hybrid working. Sixty-seven percent said it improved work/life balance. A further 37% mentioned improved mental health and wellbeing as a benefit. Reduction in commuting load was another benefit (36%). Thirty-one percent said it enhanced productivity.

IWG also provided data that indicates how the popularity of hybrid working is increasing the demand for suburban and rural office space. Demand for rural and suburban office space increased by 29% in 2021. Locations such as Bromsgrove (+52%), Beaconsfield (+33%), and Tewkesbury (+22%) rose in popularity.

Bruce Daisley, Author of The Joy of Work and former EMEA Vice-President of Twitter, said: “We’re right at the start of the biggest transformation in the way we work that we’ve ever witnessed. The biggest danger for firms is thinking that we’re the end of the change; we’re just at the start and companies need to prepare themselves.”

Mark Dixon, CEO of IWG, commented: “With a buoyant job market after a challenging couple of years, workers are demanding more of their employers and their roles. Gone are the days when salary was the only factor when considering a job offer, and nothing better demonstrates this than the rise of hybrid working.”

“Daily commuting is an expensive and unnecessary practice, and it’s clear to see that workers around the UK are taking back control of this time. Employers who don’t offer hybrid working are going to miss out on the best talent. Not only do employees benefit from a dramatically improved work-life balance, but by switching to a hybrid model, businesses can expect to save an average of more than £8,000 per employee, all while minimising their carbon footprint.”

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Mental health decreased by 14% since start of pandemic

In a survey of over 1,000 employees to analyse how SME leaders in the UK adapted to the mental health needs of employees during the pandemic, GetApp found that 71% of employees received no mental health resources from their companies. This, even though good mental health decreased by 14% since the beginning of the pandemic.

The survey found that 18% of respondents told their leaders about their mental health issues. However, 16% of managers did nothing in response. The study further revealed that 11% of employees struggled with mental health issues, but their managers did not address their challenges.

Twenty-three percent of respondents were uncomfortable discussing their mental health conditions with their managers. A further 36% wouldn’t talk to anyone at work and would rather seek help externally.

Where managers did support their employees with their mental well-being, the findings were:

  • 55% took time to listen to their employees’ mental health concerns
  • 30% motivated their staff to take time off work
  • 27% scheduled regular check-ins
  • 42% of employees found the support very helpful compared to the 18% who found it unhelpful. The balance found the support somewhat helpful
  • 66% of employees who did receive mental health support received support via email, while 39% received in-person support, 24% received support through printed material, and 18% through virtual workshops

The study also found that 23% of employees now feel less connected to the company culture than before the pandemic. This is likely attributed to the fact that 27% of employees shared that their companies did not host social events, while 20% host them once a year. Nineteen percent host them once a quarter.

According to the respondents, the most valuable mental health resources were:

  • flexible work schedules (44%)
  • mental health days (36%)
  • access to a specialist to assist and provide employee support (24%)

Yoga and nutritional wellness programs were found to be the least useful resources.

David Jani, Content Analyst at GetApp UK, commented: “It was a surprise to see as many as 71% of our participants had not received access to workplace mental health resources at all during the pandemic.

This was also combined with a reluctance by around 23% to speak to a manager or decision-maker about declining mental health and 16% not receiving any response from their superiors when the issue was raised.

Having support from your company can be vital when experiencing mental health difficulties. This was observed from the 29% of workers that received assistance from their companies, with 42% of this group saying the resources they received were “very helpful” and another 38% regarding the assistance as “somewhat helpful” to their well-being.”

While UK employees appear to be reluctant to discuss their mental health in the workplace, effective support by employers is critical to the workforce’s mental health.






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A mere 30% of employers clearly outline culture in all job adverts 

A recent survey conducted by emerging talent and reskill partner mthree has revealed that culture is the most important factor when deciding whether to accept a new role for half (50%) of 21–28-year olds in full-time employment, while another 41% said culture is one of their main considerations.  

The survey of 1,000 adults in full-time employment aged 21–28, suggested that publicising and promoting company culture should form a key part of the recruitment process.  

However, a separate survey by mthree of 500 senior business leaders revealed that businesses are failing to effectively capitalise on this opportunity, with one in 10 (10%) not promoting their company culture to potential new employees at all. 

Very few businesses divulge information about their culture in the early stages of recruitment: only 30% clearly outline culture in all job adverts and to all external recruiters, 37% have information available to read on the organisation’s website, 31% promote their culture via their social media profiles, and 24% regularly communicate information via the media.  

A slightly higher proportion (42%) explain company culture to prospective employees at interview, but only 34% say that information about the culture forms a key part of the onboarding process, and just 32% provide information to employees prior to their start date. 

With recent data from Ipsos revealing that, in the last three months, 29% of British workers have looked for another job, 26% have thought about quitting their job, 13% have applied for another job, and 6% have spoken to their employer about resigning, employers are feeling immense pressure to both source and retain employees. Yet, with many businesses failing to address candidate preferences, such as attitudes towards culture, many businesses could be missing vital opportunities to recruit and retain sought-after young talent. 

Notably, 70% of the young people surveyed by mthree said that they have regretted joining a business after discovering what its company culture was really like. Nearly a third (29%) have left a job within a year due to the culture not being as anticipated, and a quarter (26%) have left within six months. Another 26% have stayed in a job but been unhappy.  

Tom Seymour, Senior Director, HR at mthree, commented: “It’s clear from our research that effectively promoting company culture could help to attract potential employees, which is particularly important in the current unprecedently competitive recruitment landscape. However, we can also see that being up front and honest about an organisation’s culture can also help to ensure that the right candidate is chosen for a role, which will naturally help to improve retention.  

“Had these employees been given a more accurate picture of the organisation and its values from the outset, they may have decided not to accept the role, which could instead have gone to someone who was a better fit and would have been happy to stay for a longer period. Poor retention rates can be very costly, with high employee turnover most obviously driving up the recruitment and training expenses. However, it can also have a detrimental effect on company culture, which can have its own financial impact on a business.” 

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