Winter Candidate Sentiment Survey – Part 2: The balance of workplace power
Part 2 of our Winter Candidate sentiment survey, as first published on The Currency.
Twice a year we run a Candidate Sentiment Survey to assess candidates’ attitudes to certain topics.
- 2,158 candidates completed the survey.
- The candidates surveyed were from junior management to “C” suite level across the IT, finance, accounting, legal, HR, and ESG professions.
- The candidates were presented with a multiple-choice answer for every question, bar question 1, where they chose every answer applicable to them.
- Where the same question was asked in our Autumn 2022 survey, we provide a comparison to Autumn 2023.
- The survey had a “free text” box at the end, and over 10 per cent of the candidates chose to give us their observations on certain topics. Their observations are under the relevant questions in italics.
Part one examined views on working from home, flexible jobs, and the future of the office.
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I feel the balance of power in the present job market is…
Most respondents feel that the balance of power is still with themselves, the employee. That less than a third think the balance of power is with the employer is noteworthy. Anecdotally, we believe this number will rise as the jobs market begins to soften.
What the respondents said:
“There will be a shift and certain multinationals because of their restructuring ‘mentality’ are losing respect and losing the employee who goes the extra mile.”
“There is definitely a change of circumstances when speaking with friends and their working arrangements post-pandemic…”
“My company were one of the first back in office and it’s strictly three days which is not ideal. It almost feels like being treated like children.”
“Working remotely or in a hybrid situation is fine if the employer trusts his employees. When that trust breaks down and the employee is tracked through his computer program as to how long he is working then that trust level has gone and is detrimental to the company and overall business…”
“Work abroad policy is something that foreign employees are requesting, such as 30 days or 60 days per year working abroad.”
“As a manager, working from home is difficult. However, given the shortage of candidates in rural locations, you have no choice but to offer it as a part of a package.”
“Workers feel employers are using pressure to get staff back to office locations and this will disrupt the labour supply market.”
Companies need to establish online training for all employees on how to manage communication remotely, discipline on meetings online, [and] effectiveness and reporting that is necessary. Rebuttals regarding forcing employees to be [in] the office needs to consider the travel, sustainability, and efficiencies of forcing employees to work in the office.
“I really think a two or three-day hybrid model is the best of both worlds, it allows you to connect to colleagues but also gives downtime to work on reports and do small things like accept couriers. I think a more even balance of power is what’s needed. The best workplace is where there is open communication and collaboration between employers and employees. Both sides need to feel listened to and their point of view understood, and this is an ideal opportunity for the good employers to rise above and make themselves known and attractive to the best candidates.”
“Pressure on employees has increased in 2023. Companies dictating the number of days in the office has caused a lot of dissatisfaction amongst employees.”
“There’s an imbalance in how the same employer treats different employees regarding remote working.”
“Salaries must increase. Retention will become an issue otherwise.“
I think the next 12 months…
Overall, candidates are more downbeat on their career prospects compared to 12 months ago. Less than half of them think that the next 12 months will be good for them career-wise, a fall of 16 per cent. Over one in 10 is worried about their career progression, while the 10 per cent thinking of taking time out or travelling/working abroad is a higher number than we expected.
Please note that we did not ask the first two questions in our Autumn 2022 survey, so no comparison figures are available.
What the respondents said:
“Compensation gap between newly qualified and experienced needs to grow.”
“I think age is an issue when applying for jobs. Ageism is embedded.”
“Increasingly I am finding that age as opposed to work preferences or competence are becoming an issue.”
“[The] hiring process is unnecessarily complex and overly demanding. Good candidates are being overlooked or end up burnt out by the multiple interviews, presentations and assignments. The expat community are returning and while they may be considered as not having Irish experience or even worse “being overqualified”, they bring valuable skills and an international and growth perspective but are dismissed because of aforementioned reasons. Overqualified is the last true discrimination used by employers and it is pathetic.”
How would you describe the importance of a positive workplace culture?
Overall, the mood music is good, with only one in 10 of the respondents in a pessimistic mood. This is a good barometer to follow. It will be interesting to see how the trend unfolds in future surveys.
What the respondents said:
“I have stopped working since May 2022, and home working enforced by the pandemic response was the catalyst for me. On balance, it’s more destructive than helpful, in my experience, and I have spoken to many people whose experience was the same.”
“Business environment for certain sectors will be very tough over the next 12 to 18 months.“
This article was initially published on The Currency website.