{"id":7699,"date":"2023-04-05T07:13:44","date_gmt":"2023-04-05T05:13:44","guid":{"rendered":"https:\/\/www.shefferd.com\/non-categorise\/candidates-aspirations-in-2023\/"},"modified":"2025-02-04T17:37:19","modified_gmt":"2025-02-04T16:37:19","slug":"candidates-aspirations-in-2023","status":"publish","type":"post","link":"https:\/\/www.shefferd.com\/en\/uncategorized\/candidates-aspirations-in-2023\/","title":{"rendered":"Candidates’ Aspirations in 2023"},"content":{"rendered":"

 <\/p>\n

 <\/p>\n

\"Candidate<\/a><\/p>\n

 <\/p>\n

The attractiveness of communication agencies\u2014a topic that has been gaining increasing importance for some time now. <\/span><\/p>\n

Agencies are struggling to maintain their skill levels, with recruitment presenting a particularly sensitive challenge. It’s no wonder that agencies’ appeal is no longer guaranteed across all candidate demographics. This is the observation Shefferd made during its encounters with candidates. <\/span><\/p>\n

“It’s clear that candidate aspirations have evolved significantly over the past few years. The quest for meaning, particular interest in ESG topics, and work-life balance are what stand out most when we speak with the candidates we meet,”<\/em><\/span><\/strong> explains Marc de Torquat, co-founder of recruitment firm Shefferd. Although agencies are attempting to meet these demands, it’s not always straightforward to find innovative solutions to attract or retain all candidates. “Two-thirds of the candidates we met want to pursue their careers with advertisers, unless a really good opportunity comes up at an agency,”<\/strong><\/em> adds Marc de Torquat. Agencies therefore need to step up their efforts in the face of increasingly fierce competition. <\/span><\/p>\n

“For a long time, agencies had a reputation for offering little room for personal life, with heavy workloads and long hours,”<\/strong><\/em> points out Leslie Sanier, co-founder of Shefferd, “But today, that’s no longer really the case.”<\/strong><\/em> This is good news for agencies that manage to keep pace with work-life balance trends. Today, agencies remain attractive primarily to younger generations seeking an appealing work environment, solid training, and decent hours to pursue their personal projects. It’s senior profiles that agencies find most difficult to recruit. “Agencies are competing with two worlds: large advertisers that internalize expertise by recruiting experts and senior talent, and startups that recruit younger generations,”<\/strong><\/em> explains Leslie Sanier. “It’s therefore hard for agencies to compete,”<\/strong><\/em>. So they have no choice but to meet candidate expectations as much as possible in hopes of attracting top talent. <\/span><\/p>\n

One of the strongest aspirations candidates express is workplace flexibility. We’ve found that beyond remote work, there’s a genuine desire for freedom in organizing work tasks. Some agencies have moved toward coworking spaces to offer flexible office arrangements to their employees. This is the case, for example, with Dentsu<\/a> and Ogilvy<\/a>, which have set up in WeWork spaces\u2014work environments highly appreciated by staff. “Offering remote work is now considered standard, and all companies offer this practice to varying degrees. Those that propose on-demand remote work and flex office arrangements demonstrate greater openness to flexibility in work organization, which is what candidates pay attention to,”<\/strong><\/em> suggests Marc de Torquat. Obviously, this flexibility is particularly effective when employees have been at the agency for some time (having completed their trial period and received full training). <\/span><\/p>\n

Another major concern for candidates is the integration of an ESG approach within the agency. Increasingly, many candidates want to be involved in projects with environmental and social impact. Recently, Dentsu took the leap by becoming a purpose-driven company. They launched a major communications campaign around three objectives: making communication more responsible, empowering every employee to drive change at their level, and promoting diversity and inclusion in the industry. A project that should appeal to many candidates looking to join an agency with such meaningful goals. <\/span><\/p>\n

 <\/p>\n

Overall, candidate expectations come down to two main areas: <\/span><\/h5>\n
    \n
  • Their work-life balance, which includes all aspects of remote work, flexibility, and organization.<\/span><\/li>\n
  • The missions and ambitions of agencies. They seek meaning in their work, want to be part of projects with positive impact, and need to feel aligned with the agency’s culture. <\/span><\/li>\n<\/ul>\n


    \nAgencies must therefore work on both these aspects by proposing solutions aimed at improving employees’ quality of work life. <\/span><\/p>\n

     <\/p>\n

    A few Shefferd suggestions to guide agencies’ reflection: <\/span><\/h5>\n
      \n
    • Focus on competitive compensation. Having an attractive compensation strategy can be an asset for an agency. Positioning well against the market and offering variable pay based on personal and collective objectives can boost engagement. <\/span><\/li>\n
    • Meet the comfort demands so highly valued by candidates with remote work and flexible work organization, for example. The work world has changed, and agencies must demonstrate their adaptability by offering an enriching employee experience. <\/span><\/li>\n
    • Commit to an active ESG approach. As mentioned, environmental and social issues are increasingly raised by candidates. Agencies must take these on board and propose projects aligned with today’s challenges. <\/span><\/li>\n
    • Offer a professional development path to new recruits. To attract and retain candidates, it’s important that agencies understand that junior staff need reassurance when hired. By providing a career development plan within the organization, agencies ensure they have committed long-term employees. <\/span><\/li>\n
    • Offer broader roles to employees. By proposing cross-functional roles, employees could voluntarily take on projects they care about, beyond their core job responsibilities. <\/span><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"

            The attractiveness of communication agencies\u2014a topic that has been gaining increasing importance for some time now. Agencies are struggling to maintain their skill levels, with recruitment presenting a particularly sensitive challenge. It’s no wonder that agencies’ appeal is no longer guaranteed across all candidate demographics. This is the observation Shefferd made during […]<\/p>\n","protected":false},"author":2,"featured_media":5621,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[74],"tags":[],"class_list":["post-7699","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"acf":[],"yoast_head":"\nCandidates' Aspirations in 2023 - shefferd<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.shefferd.com\/en\/uncategorized\/candidates-aspirations-in-2023\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Candidates' Aspirations in 2023 - shefferd\" \/>\n<meta property=\"og:description\" content=\"      The attractiveness of communication agencies\u2014a topic that has been gaining increasing importance for some time now. 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