The benefits of job advertising during the summer

The end of summer often marks a return to everyday life, but for many Swedes, it also signifies a moment for career reflection. According to a new survey by Blocket Jobb and Kantar Sifo, the end of vacations may indicate deeper job dissatisfaction, especially among young people.

A Generation on the Brink of Change

The survey reveals a surprising inclination among young Swedes under 30, with almost 44% considering a job change. This statistic not only highlights the restlessness of youth but also their desire for better compensation and the flexibility to work from home – preferences sharpened by the pandemic's reshaping of work norms. One in three (34%) professionals has contemplated changing jobs during the vacation period. The proportion is highest (44%) in the 18-29 age group and lowest (23%) in the 50-64 age group. Four out of ten (43%) employees in healthcare have considered a career change during the summer.

Different Reactions Across Age Groups and Sectors

The reaction to returning to work varies significantly among different age groups and sectors. While 31% of all respondents feel joy or anticipation at resuming work, a significant proportion, especially within healthcare (43%), are contemplating career changes. This difference in job satisfaction and feelings of job security underscores the need for employers to adapt to their employees' changed expectations post-pandemic.

The Future Path for Employers

For employers, these insights are invaluable. They indicate a shift towards a more flexible, empathetic work culture that can address the diverse needs of a multifaceted workforce. In an era where job loyalty is declining, understanding and addressing these factors can be crucial to retaining talent.

Some Tips to Optimize Summer Recruitment

During the summer when many have time to reflect on their work situation, there's an excellent opportunity for employers to strategically position themselves in the job market. By planning and adjusting recruitment strategies, companies can attract candidates ready for new challenges. It's critical to maintain an active presence and engagement even during the holiday months when many competitors may reduce their recruitment activity.

• Planning: Coordinate with various departments to identify recruitment needs for the autumn so that you have a plan in place and are ready.
• Active Recruitment Campaign: Ensure your job advertisements are visible in relevant channels and target your desired audience.
• Availability: Ensure someone is available to answer candidates' questions. A prompt and informative response can be crucial to the candidate's decision to apply for the position.
• Highlight Company Strengths: Use both your Employer Branding and specific ads to emphasize unique qualities such as flexibility, benefits, and corporate culture.
• Information: Provide comprehensive information about the company and work environment in your ads and on your website to facilitate the candidate's decision-making process.

By effectively leveraging the summer to attract and engage potential job seekers, companies can ensure they are well-prepared for autumn recruitment needs.

Contact us at Higher, and we'll be happy to tell you how we can support you, help you with which channels work best, and what a process might look like.

Author: Nicklas Wikblad

Reviewer: Moa Jacobsson