Creating compelling job offers that convince the most talented finance professionals to join your team isn’t as simple as it seems. In the competitive and skills-short financial landscape, professionals have many options.
In fact, by the end of 2023, some analysts predict there’ll be a global talent shortage of more than 85 million people. The last thing you want as a business leader is to invest significant time and money into finding and attracting the best candidates only to have your offer rejected at the final hurdle.
While a compelling employee value proposition might help you capture the attention of the right professionals, you still need to ensure your job offer aligns with your candidate’s priorities.
Here are the top things you’ll need to consider when crafting offers your candidates can’t turn down.
The Core Components of a Compelling Job Offer
Just because a candidate shows interest in your business when you start recruiting or commit to an interview with your hiring team doesn’t mean they’ll accept your job offer. One study found around 83% of companies have been “ghosted” by candidates.
To ensure your job offers drive results, you must include everything that matters to your potential hire. Here’s what you’ll need to consider.
1.   Competitive Compensation and Benefits
It might seem obvious, but competitive compensation and a benefit strategy are essential to convincing any candidate to accept your offer. As the cost of living increases and talent shortages persist, financial candidates work harder to ensure they get the remuneration they deserve.
Start by ensuring your compensation package aligns with industry standards for the roles you want to fill. If you can’t make your offer more competitive with a higher salary, look for ways to sweeten the pot with comprehensive perks and benefits.
Health insurance, wellness programs, retirement plans, and even mental health support can all boost your chances of getting a “yes” to your next job offer.
You could also consider creating a bonus and incentive plan to help motivate employees throughout the year.
2.   Flexible Work and Work-Life Balance
While many financial professionals are beginning to see the benefits of returning to the office, most candidates still crave flexibility. Studies suggest that up to 93% of employees want more flexibility in where and when they work.
Even if you can’t offer options for entirely remote work, you might be able to embrace a hybrid working strategy that allows employees to work from home for a portion of the week.
You could also introduce flexibility in other ways, with customisable work hours or a four-day working week.
Your strategy for flexible work should form part of a comprehensive plan for delivering true work-life balance to your employees. Don’t just let your customers adjust their schedule; encourage them to disconnect during off hours, take vacations, and speak to management about issues with burnout.
3.   Professional Development Opportunities
Studies in 2023 found that 92% of job candidates consider learning and development opportunities when deciding between job offers from two employers. Professionals constantly seek ways to improve their hard and soft skills in the evolving financial landscape.
Outlining the development opportunities you can provide, such as training programmes and access to mentorship initiatives and workshops, can make your job offer more appealing.
Show your team members you’re committed to their progress in the financial space by investing in their growth. Investing in learning and development opportunities will increase your access to talent and ensure you can harness the skills you need to compete in the modern market.
4.   Clear Career Paths
Even though financial candidates have more roles and opportunities to explore today than ever before, they’re still concerned about job security. In an uncertain economy, every hire wants to know they have a future with your company. 92% of employees say job security is essential to choosing the right role.
One of the best ways to deliver this sense of security to your candidates is to show them you already have a plan for their career progression. Set up a meeting with your new employees to outline how they can successfully progress to new roles and opportunities in your business.
Demonstrate your commitment to helping employees move into new landscapes, access promotions, and develop leadership skills.
Setting realistic career progression expectations for your financial hires will help them visualise a future with your company.
5.   Highlight Company Culture
Company culture isn’t just a buzzword in the financial hiring landscape. It’s essential to attract and retain your candidates. Around 89% of candidates say it’s important for organisations to have a clear purpose and mission. Plus, many job seekers are actively looking for companies that showcase a commitment to diversity, equity, and inclusion.
When presenting a job offer to a new candidate, draw attention to the corporate community they will be part of. Demonstrate your commitment to inclusion and diversity with reviews and testimonials from existing employees.
Try to highlight how your company’s vision and mission match the values of your potential employees, too. For instance, you might show employees how you allow your staff members to take one day off work a month to participate in charitable activities.
Create a Job Offer your Candidate Can’t Resist
Crafting compelling job offers for financial candidates requires companies to rethink their approach to the recruitment process. In today’s marketplace, offering the right remuneration and benefits package is not enough – although that’s still important.
Instead, business leaders need to entice candidates to join their team by creating offers that align with their distinct priorities, values, and expectations.
Showcasing your commitment to creating an exceptional company culture, investing in employee development, and delivering excellent work-life balance will help set you apart from the crowd when candidates have multiple offers.
Thanks,
Rachel
About Rebus Financial Recruitment
Rebus Financial Recruitment provides a specialist and focused recruitment service to its customers, ranging from various organisations, including SMEs, to large PLCs.
We strive to offer both the client and candidate a seamless recruitment experience. Using our expertise, we get to the heart of employer and employee needs, and, in doing so, we match the two perfectly.
To learn more, contact one of our team today or call us on 01282 930930.
