Creating the best career experiences for candidates and employees in the health industry

Dec 21, 2020
Paul Johnson

Candidates and employees alike are eager to join an organization that will create the best career experiences them. So the question is- are you creating the best career experiences that candidates and employees really want?

Talking about career experience, it is a broader term than employee experience or candidate experience. The experience of employees in an organization border on initiatives that are measurable including engagement scores, performance scores, feedback, and survey results.

However, on the other hand, career experience is not only in terms of these measurables, rather they want to feel a sense of security on the job and want to be able to project the future of their career in a better light.

It has been discovered that about 81% of millennials believe recognition is important in the pre-hire process. These candidates would only like to join organizations that recognize the efforts of employees both individually and collectively.

Also, recent researches conducted on several organizations confirmed it that about 90% of employees believe performance recognition on the part of the organization improves engagement. The fact is the more organizations engage their employees via recognition the more the contribution and engagement from the employees.

It should be very established that the career experience given to candidates or employees are more than mere objective measurables. It is even more than subjective experiences for workers; it is a combination of the attitudes and perceptions of the employees about their career as a result of their work in the organization.

Career experience is a science-backed framework that helps to increase the engagements of employees, retention and their overall experience. Here are some reasons why creating the best career experience for both future and present employees:

  1. Younger workers are financially insecure

Young employees have the highest number of potential workforce in the industry. And it’s a known fact that many of them have some financial insecurities at the start of their career. They are almost between student loans and other crushing expenses which make them crave for organizations where they can grow their careers.

These young workers are readily interested in growing their skills both soft and hard skills and also willing to achieve a remarkable work-life balance. And only when an organization is capable to fill these needs will a young talent be willing to join the organization.

  1. High rise in automation and sociopolitical instability

The future of work is technology. And every sector has in one way or the other improve their field of endeavor with the integration of automation. With so many groundbreaking innovations, cutting-edge discoveries, and diverse possibilities with technology, the direction of the workforce is automation and for employees they want to be sure that the organizations they are joining have long-term plans for them.

Also, the rise of sociopolitical instability across the globe possess a lot of concerns for employees. Workers always prioritize their careers and they are always bothered whether organizations will be able provide them with desired security and stability on the job.

  1. Diverse Expectations

The millennials are very expectant. The probable expectations of employees can be categorized under behaviours, skills and values. And the success of an organization is almost directly proportional to how the expectations of employees have been met. Mostly, in terms of engagement, productivity and the quality of team interactions among different departments of the organization.