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WHAT WORKERS WANT
WHEN APPLYING FOR JOBS

Introduction

Welcome to the Hays What Workers Want When Applying for Jobs 2024 Report. This year’s report takes a closer look at the application process and the consequences of getting it wrong.

Our external research from almost 11,900 professionals shows that more than three out of four employers have had an employee leave within their first year working for the organisation because they were a poor match. From an employee perspective, more than two fifths have left a job in their first 12 months because it didn’t meet the expectations they gained during the application process, highlighting the importance of setting realistic expectations when hiring.

To help you navigate this often tricky process, we’ve filled this year’s What Workers Want Report with insights into what makes a good application process and the pitfalls to avoid. You’ll also discover actionable recommendations to enable you to find and attract the talented individuals you need who will be engaged with your organisation from day one.

We delve deeper into what different age groups want to see when applying for jobs, from searching for roles through to the interview and onboarding stages, so you can tailor your application process accordingly.

With the use of artificial intelligence, or AI, on the rise across the world of work, we unravel how AI tools are set to impact recruitment and the considerations employers must take if they’re planning to use AI tools to evaluate applicants.

The hiring process is also a good opportunity for employers to gather vital diversity data which will assist in progressing their diversity, equity and inclusion initiatives. We find out what action organisations can take to encourage more applicants to part with their diversity data when applying for jobs.

At Hays, we are well-placed to help employers overcome the challenges associated with hiring great people and managing talent. We hope the insights and recommendations you find within this report will enable you to enhance your application processes and be better equipped to find and attract the talented individuals you need.

Simon Winfield
Simon Winfield, CEO, Hays UK & Ireland
77%

of employers have had employees leave within their first year because of a poor match with the organisation

44%

of professionals have left a job in the first year because it didn’t match the expectations gained during the application process

Different Age Groups

WHAT DO DIFFERENT AGE GROUPS
WANT WHEN APPLYING FOR JOBS?

Searching for jobs

Applicants don’t just want to see the job description when searching for jobs. Visibility of development opportunities, information about the workplace culture and assurances around diversity, equity and inclusion (DE&I) are just some of the other aspects professionals look for when researching an organisation and determining whether or not to apply for a job.

The importance of these aspects often differs depending on the individual’s age. For example, evidence of investment in personal development is more important to workers under the age of 30, while those over 40 want to better understand an organisation’s products and services.

A clear employee value proposition, or EVP, is also vital. Your EVP gives applicants an insight into what it’s like to work for your organisation and the unique experience that you offer to staff. 61% of professionals are using EVPs to determine whether to apply to an organisation compared to just 51% in 2018.

Professionals will only consider applying to organisations that provide the following information:

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Salary within the job description

85%

Proof of investment in personal development

80%

Clear descriptions of their products and services

79%

Clear career plans

73%

Public commitment to diversity, equity and inclusion (DE&I)

72%

Applying for jobs

Most employers believe that their organisation provides positive experiences to applicants during the application process. However, when applying for jobs, applicants say they are facing overly long processes, poorly signposted application forms, and a lack of communication and feedback from employers. Poorer experiences with application websites or portals increase by age group. 

Almost two thirds of professionals say that employers are not good at giving any feedback should their application be rejected.

What’s causing below average online application experiences?

Process too long with too many requirements

65%

Not able to view how long the form will take at start of the application

43%

Online application form/portal didn’t work on mobile

35%

No-one to contact with questions during the process

35%
0

of employers notify all applicants of their application status, including unsuccessful ones

0

of employees say employers are not good at providing feedback if an application was rejected

Interview experiences

Employers and employees are not necessarily aligned when it comes to the most effective ways of assessing competencies during the interview stage, such as the most effective ways of screening candidates or preferred styles of interview question.

Poor interview experiences are shown to negatively influence nearly two thirds of applicants from continuing with the application process. Reasons for being put off a role are varied, but most are solvable by employers. If you decide to take the opportunity to show an applicant the workplace environment during the interview, make sure you’re prepared – nearly half (48%) of applicants say a bad first impression when visiting an office or site for the first time has caused them to halt their application, or nearly do so.

Compliance processes are also an issue for some applicants – overly long compliance checks, poor communication and too many requirements in the compliance and referencing process has deterred almost a third of professionals from accepting a role. This is especially true for younger generations, who are digital natives and expect seamless experiences and convenience.

Preferred style of interview questions

60%

50%

40%

30%

20%

10%

Competency-based
interviews

Open-ended

Situational/
behavioural

Informal interview

Task-oriented
or test-based

Panel-based

44%
45%
40%
58%
38%
41%
33%
58%
24%
20%
19%
7%

How effective are different assessment formats when assessing candidates?

100%

90%

80%

70%

60%

50%

40%

30%

20%

10%

Interviews

CV reviews

Meet-the-team

Skills tests

On-the-job

Panels or presentations

Assessment centres

56%
88%
41%
49%
27%
45%
25%
22%
20%
32%
19%
8%
16%
10%

Reasons for being deterred during the interview process:

Unprepared interviewers and unorganised structure

40%

Process took too long

38%

People and culture not as expected

37%

Components of the job different to what was advertised

36%

Didn’t like the hiring manager

28%

Location of the role

21%

Staff such as the receptionist weren’t welcoming

20%

Working hours required

18%

Deciding on a role

Applicants are willing to wait between one day and one week between receiving a verbal offer and a written offer from an organisation.

Nearly a third of employees say they have accepted an offer from an organisation, but then decided or nearly decided to take an alternative offer before their start date. The main reasons for doing so include a better salary and benefits package being offered elsewhere, improved working hours or flexible working opportunities, or a culture that’s more aligned with their values. That said different age groups are driven by different aspects when decided to accept an offer. Furthermore, almost a fifth of candidates admitted to accepting a counteroffer from their existing employer.

Communication is key to keeping candidates engaged during their notice period. Around half of successful applicants want regular communication with their next employer before they start a new role. This can include having a designated point of contact to whom they can ask questions in the lead up to their first day, having a meeting with someone to discuss the role and expectations, and receiving a welcome pack.

Why did employees accept an alternative offer?

Better salary and benefits

67%

Better working hours / flexibility and ways of working

40%

Shorter commute

26%

An improved culture that aligned better with their values

25%

Delay in the contract being received

22%

What do employees think is important to receive prior to their start date?

0

Someone to ask questions to leading up to first day and during the first few weeks

0

Meet with someone to discuss the role and expectations

0

Welcome pack

0

Be invited to office or company meetings, events or social outings

Download the full findings to see lots more insights into what different generations want when applying to jobs, and tips to better tailor your application process

Download now
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Using AI

USING AI IN THE
APPLICATION PROCESS

Who’s using AI tools?

Artificial intelligence, or AI, is nothing new. But in recent months it has become much more well-known and accessible to the masses. Currently, only 4% of employers say their organisation uses AI tools to evaluate job applications, such as scanning CVs or scoring candidates. The use of AI tools in the recruitment process looks set to grow in the future with 16% of employers predicting this will be the case – however, 70% are unsure if this will happen.

Less than one in five applicants have used AI tools when completing a job application – for example – to help them to write their CV, and a fifth plan to use AI to help with future job applications.

Are organisations currently using AI tools to evaluate job applications?

Yes
No
Unsure
0
0
0

Will organisations increase their use of AI tools to evaluate job applications in the future?

Yes
No
Unsure
0
0
0

Do candidates expect to use AI tools to help complete future job applications?

Yes
No
Unsure
0
0
0

How effective are AI tools in when hiring?

Using AI to evaluate job applications appears to be having a positive impact on the quality of candidates making it through to the interview process. However, reviews are mixed towards whether the use of AI tools to assess applications reduces the need for recruiters at this early stage of the application process. 42% believe there will be less need for recruiters to review applications thanks to AI, but 30% are unsure and 28% do not think will be the case.

Employers must also consider how transparent they are about using AI tools. 78% of applicants would prefer to know if a hiring organisation uses AI to assess job applications. Whilst more than half of employers inform prospective candidates that their organisation uses AI tools to evaluate job descriptions, a third do not.

Have employers who use AI tools to evaluate job applications observed a change in the quality of candidates making it through to the first stage of the interview process?

Yes, better quality candidates
No
Yes, poorer quality candidates
Unsure
52
17
11
20

Download the full findings and discover how to make the most of AI tools in the hiring process

Download now
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Diversity Data

DIVERSITY DATA IN THE
APPLICATION PROCESS

Are employers asking for diversity data when hiring?

As more and more organisations focus on their Diversity, Equity and Inclusion (DE&I) strategies, building a diverse and inclusive workforce from the point of recruitment is growing. That's why understanding the diversity of the applicants is an important starting point. However, only around half of employers say their organisation requests diversity data from job applicants.

Do organisations request diversity data from job applicants?

Yes
No
Unsure
0
0
0

What diversity data are professionals happy to part with?

Most professionals (80%) say they are happy to provide personal diversity data as part of an employer’s application process. Professionals are happiest to provide data around their gender/gender identity, their ethnicity/nationality and their age.

They are less comfortable about providing data around their socio-economic background, their mental health status and their dependants status (i.e. if they’re a parent or carer).

Across all types of personal diversity data, younger age groups are more open to providing this information.

What personal diversity data are professionals happy to provide as part of an employer’s application process?

My gender/gender identity

67%

My ethnicity/nationality

62%

My age

61%

My disability status

47%

My marital/civil partnership status

41%

My religion

41%

My sexual orientation

39%

My dependants status (i.e. parents/carers)

33%

My mental health status

32%

My socio-economic background

23%

None of the above

20%

Download the full findings to learn how your organisation can build a more diverse and inclusive workforce

Download now
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Our services

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FAIRER Consulting

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