Six industry reactions to ‘Mind the Candidate Expectation Gap’ Market Report

In today’s fast-paced and ever-evolving job market, the alignment between employee expectations and workplace realities has become an increasingly vital aspect of talent management.

ThriveMap’s recent publication Mind the Candidate Expectation Gap Market Report, has captured the attention of industry influencers and professionals alike.

We’ve gathered snippets of reactions and viewpoints shared by prominent figures in the field. These insights shed light on the challenges faced by both job seekers and employers when it comes to setting realistic expectations and creating an authentic work environment.

Join us as we delve into some compelling perspectives and explore the potential impact of the report’s findings. From the importance of brutal honesty to the pitfalls of recycled job postings, let’s navigate the world of expectations and uncover valuable insights from thought leaders in the industry.

1. Aaltje Vincent

Dutch recruitment expert, coach, and speaker, Aaltje Vincent, shared a thought-provoking reaction to the Mind the Candidate Expectation Gap Market Report.

Drawing attention to a staggering statistic from the report indicating that 55% of employees have left their jobs due to unmet expectations, Vincent emphasized the repercussions of telling fairy tales or creating false expectations within the workplace. She astutely pointed out that the costs associated with such practices are far greater than one might initially imagine, as they ultimately lead to employee dissatisfaction, increased turnover rates, and potentially tarnished employer brands. In light of these findings, Vincent advocated for a powerful alternative: brutal honesty.

By fostering an environment of transparency and openly communicating about both the positive and challenging aspects of a role, employers can set realistic expectations and build trust with their employees. Vincent’s recommendation serves as a valuable reminder that fostering authenticity and open dialogue in the workplace can contribute to greater employee satisfaction and long-term success for organizations.

2. Sharon Kennedy

Sharon Kennedy, an experienced FCIM marketer, offered an insightful perspective on the state of job postings in response to the Mind the Candidate Expectation Gap Market Report. Kennedy highlighted the need for a fresh approach when it comes to job advertisements, expressing concern over the prevalence of regurgitated and recycled job posts from years past. She emphasized that the current landscape doesn’t have to remain stagnant and called attention to the abundance of rinse-and-repeat job specifications and descriptions that she has personally come across.

Kennedy’s words reflect a growing sentiment among job seekers and industry professionals who yearn for more engaging and authentic job postings. Rather than relying on generic templates or outdated practices, Kennedy’s call for change encourages organizations to take a proactive approach in crafting job advertisements that capture attention, convey the unique aspects of the role, and resonate with potential candidates.

By breaking free from the cycle of repetitive job posts, employers have the opportunity to differentiate themselves in a competitive market and attract top talent. Kennedy’s observations highlight the importance of creativity, originality, and a willingness to think outside the box when it comes to presenting job opportunities. It’s a reminder to employers that refreshing their approach to job postings can yield more fruitful results and establish stronger connections with prospective employees.

3. Joe Jones

Joe Jones, a recruiter specializing in senior financial brands, made a compelling statement in response to the Mind the Candidate Expectation Gap Market Report. Jones emphasized the importance of avoiding the common practice of copying and pasting job specifications. This remark sheds light on a prevalent issue in the recruitment process, where job descriptions often lack originality and fail to capture the essence of a specific role.

Jones’s remark resonates with the growing need for personalized and tailored job descriptions that speak directly to the requirements and expectations of a particular position. By refraining from the copy-and-paste approach, recruiters and hiring managers can demonstrate a genuine understanding of the unique demands of each role. This approach not only showcases a commitment to finding the right fit for both the organization and the candidate but also acknowledges the value of individual contributions within the senior financial sector.

Jones’s advice serves as a valuable reminder to recruiters and employers that a one-size-fits-all approach can hinder the recruitment process and potentially lead to mismatches between job seekers and employers. Crafting job specifications that reflect the distinct nature of senior financial roles ensures that candidates receive accurate information and helps foster a more efficient and targeted recruitment process. It underscores the importance of taking the time to understand and articulate the specific requirements, responsibilities, and opportunities associated with senior financial positions to attract the most qualified candidates.

4. Lisantix

Lisantix highlights the significance of prioritizing the hiring process and considers it puzzling that some companies treat it as an afterthought, especially considering the competitive landscape of the “war for talents.” They emphasize that the candidate experience plays a crucial role in attracting and retaining top talent.

5. Pauline Houwing

Pauline Houwing, a career counselor, points out that in a competitive labor market, recruiters often make job positions appear more appealing than they actually are. This practice of exaggerating job qualities has become a growing problem, leading to more people quitting their jobs due to false expectations, as revealed by research from ThriveMap. This highlights the importance of honesty and realistic portrayals during the recruitment process to avoid employee dissatisfaction and high turnover rates.

6. Bas van de Haterd

Bas van de Haterd conducted an analysis on candidate preferences for assessments.

The findings indicate that only 20% dislike online assessments, while 95% feel game-based tests put them at a disadvantage.

Candidates consider job-relevant assessments the fairest (58%).

Van de Haterd suggests that companies should better explain what they measure and why, especially for game-based assessments, and game-based assessment vendors should provide more public information about their methods.

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Mind the Candidate Expectation Gap Report