Hoosier Banker 49 positive interview process that keeps applicants informed of where they stand every step of the way. Most importantly, everyone on the interviewing team should be providing consistent messaging about the role, and clearly articulating why your company culture and values make it an enviable place to work. Insight No. 4: Workplace expectations have changed. Today’s top performers want more out of life than the standard 9-5, in-office work scenario. Fifty-five percent of surveyed candidates said work-from-home options are somewhat to extremely important to them. Additionally an “emphasis on work-life balance” was the second most selected attribute by candidates who are considering a job move this year. While the tendency may be to think that candidates want to work less, or that working from home will decrease productivity, top talent want to work more efficiently, any time, and from anywhere. Providing this flexibility is not only attractive to prospective hires, but also creates the potential for happier, engaged employees who feel their work life does not overshadow personal interests and obligations. Insight No. 5: Most companies aren’t prepared for upcoming surge in baby boomer retirements. When asked to describe the upcoming onset of large-scale baby boomer retirements, employers and recruiters agreed that most businesses are not prepared for the workforce changes involved with preparing for baby boomer departures. Employers also feel that programs will need to be developed to retain baby boomers, to alleviate some of this pressure. Organizations that are able to prioritize succession planning and career-pathing now, by making it part of their company culture, will be better able to respond to baby boomer retirements. Considering these five hiring insights, it is clear how they may be impacting your ability to attract top talent in an already tight candidate market. The hiring landscape and candidate expectations have changed. Companies that want to attract and retain the best talent will need to revisit their interviewing and talent management approaches. HB VIDEO BONUS Still reading Hoosier Banker in hard copy format? Go digital-only with HB Digital. This interactive version of the Indiana Bankers Association’s award-winning publication offers the following reader benefits: • Interactivity – Multiple links quick-connect to photos, events, videos and more; • Portability – Read the magazine anytime/anyplace via phone or mobile device; • Early access – HB Digital arrives days ahead of snail mail. Additionally your digital-only Go Digital-Only With HB Digital subscription stretches IBA resources by saving on printing/mailing costs. Email the IBA at HB@indianabankers. org to convert to digital-only, or to start a subscription if not already subscribing. All IBA members and associate members are entitled to free subscriptions to HB Digital. The IBA will continue to mail hard copies to member banks, offices and branches for lobby display. To view a brief demonstration video, go to this issue of HB Digital online at indianabankers.org, and click on the video icon above. New! IBA Banking on Women Conference Imagine. Believe. Achieve. This inaugural event is an opportunity for Indiana women in banking to unlock potential, build confidence and chart a course to owning the future. Click on the icon at left in HB Digital for more information or to register, or go to: indianabankers.org/inaugural-bankingwomen-conference. Indianapolis NOV. 89 twitter.com/indianabankers facebook.com/indianabankersassociation linkedin.com/company/indiana-bankers-association facebook.com/IBAfutureleadershipdivision
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