The post-pandemic job market has introduced new challenges and opportunities to employers. Businesses are needing to adjust to changes in workforce expectations, including remote working, work life balances, employee wellbeing and more. Whether you’re looking to attract talent, retain employees or adjust to the new normal, in this blog we’ll offer tips on how to navigate these changes in job seeker and employee expectations.
Embracing Flexibility
The pandemic pushed remote work to the forefront and many employees now expect flexible working options. Whether it’s a hybrid model or fully remote positions, offering flexibility is crucial to attracting a broader pool of candidates. According to StandOut CV, 47% of UK employees analyse a job application based on the work-life balance that it offers.
How can you navigate flexibility:
- Offer remote working on roles where possible
- Offer a hybrid working model where possible
- Be flexible on start/finish times
- Be flexible for working parents around school holidays
- Offer part time hours where possible
The term “remote jobs” is now searched for over 18,000 times per month in the UK on Google – an increase of 410% over the last 5 years
(StandOut CV, July 2023)
Focusing on Well-being
Employee well-being is no longer just a benefit—it’s a priority. Candidates are seeking employers who provide mental health support, foster a healthy work-life balance and prioritise overall wellness. Did you know, according to the Mental Health Foundation, 1 in 6.8 people experience mental health problems in the workplace.
How you can offer more mental health support:
- Employee Assistance programs
- Promoting Mental Health Week
- Having an open door policy
- Mental Health First Aiders
- Providing resources for mental health support
How you can promote a healthy work environment:
- Promoting wellness programs
- Social events
- Reward and recognition / celebrate team success
- Regular 121’s
- Encourage staff to exercise, eat healthy, take full lunch breaks, take their annual leave entiltement etc.
The cost of mental health has increased, costing UK employers up to £56 billion during 2020 – 2021, due to presenteeism*, staff turnover and absenteeism (Delolitte, 2022)
*Presenteeism is the act of turning up at work without being productive
Rethink Recruitment
The shift in performing roles remotely, also expands your talent pool geographically. This allows you to broaden your recruitment strategies and seek suitable candidates from outside of your local region.
Adapt to Skills Gaps
The changes that the pandemic brought also included a need for new skills, particularly in technology and digital literacy. If you are experiencing gaps in these skills within your workforce it may be beneficial to upskill or reskill your workforce to meet these demands.
The job market is more candidate driven than ever and employers need to focus on building a compelling employer brand. Highlight your company’s culture, values and unique selling points through social media, your website and during the recruitment process. Showcase your company’s commitment to employee growth, innovation and community involvement to attract talent who align with your values.
When job searching around 64% of people will research a company’s background online before applying for the role
(StandOut CV, April 2024)
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