Has the recession changed candidate expectations?

During a recession most employees stay at their job whether they are happy or not. They don't want to take a chance at being the last person hired and the first person cut back. According to a recent survey by The Conference Board, only 40 percent of those surveyed said they were satisfied with their job. This is the lowest level of job satisfaction since they began the survey more than 22 years ago.

A study by Right Management found that 60 percent of employees intend to leave their current positions when the economy improves and an additional 25 percent are networking and updating their resumes. Companies are populated with dissatisfied and disengaged employees who are staying with their company until something better comes along. This is not good news for employers facing a competitive workforce, but great news for our profession.

Companies that are not responding to three fundamental problems that are affecting the engagement of employees may witness an employee exodus, especially of their top-performing employees. It is important for the recruiting profession to understand these three problem areas in order to address these hot buttons during recruiting presentations.

Problem area number one -- lack of trust in leadership: The 2010 Global Workforce study done by Towers Watson found that "Being Trustworthy" was the attribute 79 percent of respondents wanted in their senior leaders. Only 47 percent perceived their current senior leaders as trustworthy. Their trust level relates to the character as well as competence of their leader. Most employees feel strongly that their company's leadership is not prepared for the economic recovery.

Obviously, the lack of trust in leadership is one of the reasons an employee will leave his or her current employer and something that should be addressed during recruiting presentations.

Problem area number two -- employees feel undervalued: During the recession, many employees are expected to do the work of two people without increase in income. As a result employees feel overworked, underpaid and undervalued. Many employees feel their employers have taken advantage of them, which adds to their level of job dissatisfaction. Most employees are willing to make allowances during the recession, but as the economy recovers they will question the need for ongoing sacrifices. If companies do not reward the individuals who did sacrifice, they will look for a new opportunity.

Obviously an employee who feels undervalued is a great candidate target for your clients.

Problem area number three -- increased stress: Increased hours, increased expectations, pay freezes, reduction in compensation, loss of co-workers and potential loss of job all increase stress. Many employees are also affected by personal struggles that could include a spouse losing their job, or other financial, health or personal relationship issues. Many benefits have been decreased including company events or outings. Increased stress can also lead to health problems and employee disengagement.

This disengagement will encourage an employee to consider other careers and opportunities. Most employees are just waiting for your call.

If you want to attract candidates you must focus on three candidate expectations: trustworthy leadership, knowing they are valued and reduced levels of stress.

When you are conducting your recruiting presentations, ask questions that will uncover the importance of these areas. These three problem areas are really three areas of opportunity for you to recruit the talent your clients want to hire.

Barb Bruno is president of Good as Gold Training, HRSearch Inc. She is a trusted expert, speaker and trainer in the staffing and recruiting profession. She has spent several years helping owners, managers and recruiters increase their sales, profits and income with her Web-based training course, the Top Producer Tutor. In addition to the class, Tutor clients hear from Bruno weekly during the Tutor Training Webinars and biweekly during her live coaching calls. Contact her by calling 219-663-9609 or emailing support@staffingandrecruiting.com.