There is a race underway – to win top talent. Over the last couple of years, the expectations that employees across every industry have of their employers have dramatically evolved. And as UK job moves stand at a record high, HR teams are left to contend with new demands for talent retention and attraction.Winning over the hearts and minds of today’s professionals is certainly a challenge, but with the right hiring process, workplace culture and benefits package, it’s not impossible. Revamping your people strategy can go a long way in helping you to secure the best candidates.After discussing this topic with a group of HR professionals, we’re sharing the top 5 things they believe candidates are looking for right now from prospective employers – and how companies of all sizes can deliver them.1) Be flexibleHybrid and remote working are at the top of many candidates' lists. It’s clear that, particularly amongst younger demographics, the idea of 5 days-a-week in the office is no longer appealing.Why is this? Hybrid work requires organisations to trust their people. Not only do employees enjoy the tangible benefits of being able to repurpose those commuting hours – whether they choose an early morning walk or an extra half hour in bed, but hybrid work also influences company culture.Of course, hybrid work does not suit all organisations, schools or manufacturing companies for instance. In this case, assess if there are other ways you can be flexible. For example, could you offer flexibility in hours to suit working parents or different lifestyles?“Everyone wants to work remotely!”2) A quick, efficient processIn 2022, there’s no time for hanging around when you want to secure a high-quality candidate! Gone are the days where candidates will wait weeks between follow-up interviews. Whilst it’s important to still make a measured, thoughtful decision and engage all of the right stakeholders, in this competitive environment you need to act fast.Consider if you can streamline your current process:Could you speed up your initial screening process using technology?Could you combine multiple interviews into one?Could you remove any unnecessary “speedbumps”?Ultimately, if your interview and selection process is too lengthy, you run the risk of losing out on a great candidate.3) Progression and growthCandidates want to know what they can expect from your organisation in the future, both professionally and financially. Career growth is extremely valuable and many candidates are looking for clear and transparent progression plans to confirm whether your organisation is the right fit for them and their goals. So it’s important that you can clearly articulate possible career progression throughout the interview process.You can also build “career ladders” to illustrate this progression effectively and incorporate them into your latest-stage recruitment process. If possible, add in salary expectations at each stage to provide real clarity. In a market that still lacks transparency around salaries, this will make your organisation really stand out.If you are recruiting internally, try giving employees the opportunity to step up into senior roles before formally promoting them. These trial periods offer both parties security; employees have the option to return to their previous role if it isn’t right for them, whilst organisations can see if the role is the right fit before committing.4) Competitive salary expectationsWhilst this might seem obvious, a major theme that emerged from speaking to HR professionals and recruiters is that candidate salary expectations are rising significantly – perhaps partly driven by concerns around the current Cost of Living Crisis. Despite this, many employers still feel that salary expectations are rising disproportionately to experience and skills.Some employers are even finding that candidates are expecting higher salaries than current employees who are already trained and experienced. Matching salary expectations, in this case, may create issues down the line as your existing population will want to be compensated equally.What can you do? If it does not make sense for you to raise salaries, look at your holistic employee package and experience to see if there are other ways you can add value to prospective candidates.5) Benefits and perksOrganisations across all industries are using employee benefits to stand out. Whether you’re at the start of your benefits journey or you’ve already got a strong offering, make sure to:Clarify what you already offer. Check the value-added services you get as part of your insurances, you may already have access to more than you realise. With YuLife's group life insurance, for instance, your employees also get access to an Employee Assistance Programme, 24/7 Virtual GP, employee benefits hub and gamified wellbeing app.Articulate your benefits effectively. Candidates want to hear what you have to offer, but don’t forget your existing employees! Many companies struggle with low engagement simply because their employees don’t know what they have access to. Make sure to also mention your benefit offering in recruitment collateral as it really can make the difference when attracting the right candidate.Look for ways to enhance your offering. Can you afford to do more for your people? Many candidates look for employers they believe will support them, so developing a holistic and comprehensive wellbeing and benefits offering will help recruit them.If you’re on a tight budget, get creative! Offering a birthday day-off or mental health day does not require funding, or look at other low cost-ideas such as a free weekly breakfast.And don’t forget traditional benefits like life insurance, income protection and EAPs. Although they may not seem very exciting, they will be there to support employees during those difficult times. In fact, YuLife’s group insurance products protect and engage your employees all at once – discover why we’re more than just life insurance here.