In today’s competitive job market, interviews serve as an employer’s first opportunity to make a positive impression on candidates and showcase their company culture, values, and brand.

As job seekers become more discerning about the type of roles and companies they want to work for, organizations must recognize the growing power of candidates in the interview process. To attract the best talent, organizations must create an interview process that not only assesses the candidate’s suitability for the role but also ignites their excitement about working for the organization.

At the heart of this lies the need to genuinely excite candidates about the prospect of working for your company during the interview process. Job seekers are now looking beyond just the job itself and desire a supportive and engaging environment aligned with their values. By effectively communicating your company’s unique strengths and values during the interview process, you can create a sense of excitement and enthusiasm that encourages top talent to join your team.

Employers can gain a competitive edge by accessing our exclusive data, gathered directly from candidates themselves. Through pre- and post-interview feedback, we’ve gained valuable insights into what truly motivates and excites potential hires about joining an organization, and what does the opposite. Our data offers a comprehensive and accurate understanding of the candidate’s perspective, enabling organizations to identify areas for improvement in their interview process. By leveraging our unique data set, employers can develop practical strategies that create a memorable and engaging interview experience, ultimately increasing the chances of attracting and retaining top talent.

HOW MANY COMPANIES DO PEOPLE INTERVIEW WITH WHEN LOOKING FOR A JOB?

Most candidates were in interview processes for 2-3 jobs when seeking a new role – these companies are in direct rivalry for said candidates. The interview process is each employer’s chance to stand out from their competitors.

The exceptions to this were those applying to their ‘dream job’ who had no previous intention of leaving their current role. These candidates were only interviewing for one specific job.

Candidate expectations pre-interview:

Positive interview feedback from candidates:

Interview best practices:

• Encourage a personable and conversational experience to create a comfortable environment that allows the candidate to showcase their skills and experience. This also helps assess the candidate’s interpersonal skills, which are essential for building a strong team and company culture.
• Show interest in the candidate as a person to make them feel valued and respected. It allows gaining insight into the candidate’s motivations and personal qualities, which are crucial when considering their fit with the company culture.
• Provide a realistic expectation of the job by addressing both the good and the bad. This helps candidates have a clear understanding of what they can expect from the role and the company and can prevent misunderstandings that can lead to dissatisfaction or turnover.
• Share personal experiences within the company to help candidates envision themselves working there. This creates a more engaging and memorable experience and leaves a positive impression of the company culture, increasing the candidate’s likelihood of accepting an offer.
• Allow candidates to ask questions to gain a better understanding of the role and the company and address any concerns or uncertainties they may have. It also demonstrates that the interviewer values the candidate’s opinions and perspectives.
• Offer an in-person interview to create a more personable experience that allows candidates to experience the company culture and work environment first-hand. This helps create a relaxed and engaging atmosphere and build a stronger connection with the candidate.
• Ensure that the interview covers enough information about the company culture, job description, and future job security. This helps candidates make an informed decision about whether the role and the company are a good fit for them and demonstrates the interviewer’s commitment to creating a positive experience for the candidate.

Negative interview feedback from candidates:

Interview worst practices:

• Conduct overly structured interviews that do not allow candidates to ask questions or express themselves fully. This can create a one-sided conversation that does not fully explore the candidate’s skills, experience, and motivations, leaving a negative impression of the company culture and the interviewer’s interpersonal skills.
• Fail to offer enough information about the company culture, job description, and future job security. This can create uncertainty and confusion for the candidate, leading to dissatisfaction and turnover, and leave a negative impression of the company’s transparency and commitment to creating a positive experience for candidates.
• Hold short interviews that do not allow the candidate to answer all their questions or express themselves fully. This can prevent the interviewer from gaining a full understanding of the candidate’s skills, experience, and motivations, leaving a negative impression of the company’s commitment to creating a positive experience for candidates.
• Not showing up or being unavailable for the interview. This can create frustration and disappointment for the candidate, leaving a negative impression of the company culture and the interviewer’s professionalism.
• Offer a job that is different from the expectations outlined in the interview. This can create confusion and disappointment for the candidate, leading to dissatisfaction and turnover, and leave a negative impression of the company’s transparency and commitment to creating a positive experience for candidates.
• Fail to provide an adequate tour of the facility, especially if the role involves working on-site. This can prevent the candidate from gaining a full understanding of the company’s work environment and facilities, leaving a negative impression of the company’s commitment to providing a positive experience for candidates and employees. A facility tour can help the candidate visualize themselves working for the company and provide important context for the role and company culture.

As our data highlights, creating a positive candidate experience is crucial for employers looking to attract top talent and build a strong team. By prioritizing transparency, communication, and personability throughout the interview process, employers can help candidates envision themselves working at the company, feel valued as individuals, and make informed decisions about their future. This data proves that candidates appreciate honesty, openness, and opportunities to connect with potential team members and understand the company culture. Employers should also strive to address all aspects of the job, including potential challenges and opportunities for growth, and provide a realistic picture of the role to set candidates up for success if they join the team.

By taking steps to create a positive and informative interview process, employers can not only attract the right candidates, but build a positive reputation as an employer of choice in their industry.

Even with competitive salaries, extensive benefits packages, and other enticing perks, companies are still grappling to hold onto their most valuable asset – their employees.

Retaining staff has become a critical challenge for many employers in today’s competitive job market. As the landscape continues to evolve, employees have become more discerning in their job choices. It’s becoming increasingly apparent that companies need to do more to understand the root of their retention issues. While a robust compensation package may initially attract employees, it’s no longer enough to keep them motivated and engaged in the long term. Employees want to feel valued, supported, and challenged in their roles, and it’s up to employers to create an environment that fosters these feelings.

To achieve this, companies need to reassess and enhance their management structures and cultivate a company ethos that prioritizes employee wellbeing and fulfillment. This means taking a deep dive into the factors that influence employee satisfaction and addressing them head-on. The bare minimum is no longer sufficient – employers need to go above and beyond the basics to create a culture that fosters growth, development, and a sense of purpose.

If you’re tired of losing your best employees and want to create a workplace that people are proud to be a part of, keep reading.

We used our exclusive data to determine the top reasons employees leave their jobs:

The top reason employees leave their jobs, at a staggering 34.6%, is a lack of development.

This accounts for:

• Wanting a more challenging role

• A lack of progression

• A lack of development

• Low job satisfaction

• A lack of innovation

In the past, employees may have been content with just receiving a paycheck, but today’s workforce demands more from their employers. They want to be challenged, to grow both personally and professionally, and to have a clear path for advancement. This modern and holistic view to employment is becoming increasingly important as employers recognize the importance of retaining top talent. By providing opportunities for employees to develop and grow in their roles, employers can keep their employees challenged, satisfied, and engaged. It’s vital for employees to adopt this approach if they want to succeed in the modern job market.

The second main reason employees quit, at an unsurprising 14%, is company culture.

This includes:

• Poor company culture

• Management issues

• A lack of autonomy

• Unstructured company

• A lack of purpose

• A lack of transparency

• Business shift

An organization’s culture is at the heart of its success. Employers must prioritize creating a unique and positive culture that aligns with their core values, mission, and goals to ensure long-term success and sustainability. Without this, they will lose talented employees.

Your company culture establishes a standard for employee conduct, collaboration, and teamwork. It sets the tone for how individuals interact with each other and the level of solidity present within the team. A positive company culture is the key to creating an inclusive environment where employees feel a sense of belonging, pride, and cohesion. This, in turn, leads to a more motivated and engaged team, better business outcomes, and a higher employee retention rate.

As we explain in Project IDD (Inclusivity Drives Diversity) Part 1 & Part 2, an inclusive company culture is the driving force behind an organization’s success. To learn how to build and maintain this kind of environment, check out the series.

Next up at 10.2% was a lack of flexibility, including:

• Relocation

• Wanting remote work

• Long commute

• Lack of flexibility

Flexibility in the workplace has become a vital component in retaining employees. A flexible work environment gives employees a greater sense of autonomy and control over their work-life balance, leading to increased job satisfaction and decreased stress levels. Flexible work hours can enable employees to balance their personal and professional responsibilities more effectively, leading to improved morale and higher retention rates. This is particularly important for employees who are caregivers, parents, or have other commitments outside of work.

By allowing your team to work remotely, they can avoid lengthy commutes, reduce expenses associated with daily travel, and improve their overall quality of life. Not only this, but remote working can eliminate the need for employees to relocate. Companies that prioritize flexible work arrangements can expect to retain their employees longer, enjoy higher productivity, and attract the best talent available in the market.

Gender Trends

We analysed our data to highlight gender trends in employees’ reasons for quitting their job. We found that:

• Men are most likely to leave a role in search of a more innovative company

• Women are most likely to leave a job as a result of sexual harassment, as well as quitting in search of a greater challenge

These findings further highlight the importance of an inclusive work environment. If companies want to build and retain a diverse team, they need to decipher not only what will attract this talent, but what will keep them within their organization. Once these issues have been identified, employers can work towards eliminating the problem, creating a workplace that values, supports, and retains talent from all walks of life. Ultimately, it’s up to employers to prioritize employee wellbeing and create a workplace that employees are proud to be a part of.

In the wake of the great resignation, companies must recognize that the traditional approach to employee retention is no longer sufficient. As our data shows, people want to work for a company that values their personal and professional growth, fosters a positive work culture, and provides flexibility to manage their work-life balance. By investing in these critical areas, companies can create an environment that promotes employee satisfaction, engagement, and loyalty. By doing so, they can attract and retain the best talent, drive innovation, and maintain a competitive edge.

In today’s competitive job market, attracting top talent is a persistent challenge. With an ever-growing spectrum of job opportunities available, job seekers are looking for more than just a good salary and basic benefits package.

Today’s employee is seeking a company that truly values them as an individual, provides opportunities for growth, and enables a healthy-work life balance. If employers can’t find a way to support them in these ways, they’ll miss out on talented candidates.

In this plight, adopting a holistic approach to employee benefits is a game-changer for employers and employees alike. When companies consider their team’s complete wellbeing and provide a diverse benefits package catering to their emotional, physical, and financial needs, employee satisfaction skyrockets. These offerings drive engagement, boost productivity, and foster loyalty.

As the space sector continues to evolve, the organizations ahead of this curve will have the strongest teams. These teams will be instrumental in their success. It’s time for companies to assess their benefits offering if they want to attract and retain the talent they need to grow.

We’re using our data to give space organizations an insight into the wider ecosystem. If these employers can maintain a competitive edge in their benefits package, they’ll be one step ahead in the search for talent.

Unsurprisingly, in the top 10 most common space sector employee benefits, pension contribution and holiday allowance came out on top.

It’s time for a reality check – in today’s workforce, these are not benefits. While they may have been considered a generous offer in the past, they are now simply baseline expectations. This is the absolute bare minimum you should be providing as a conscientious employer.

Despite the modern and fast-paced nature of the American workforce, the traditional benefits offered to employees, such as pension contributions and holiday allowances, are falling short. Many companies in the US still offer limited holiday time and only offer minimal contributions to employee pensions, if at all. This approach is no longer sufficient in today’s globalized and competitive job market. Employees are looking for benefits that cater to their unique needs – if your company doesn’t provide them, another will.

Having been repeatedly named as top drivers of employee retention, satisfaction and productivity, flexible working ranked only 7^th.

EVONA can speak from experience to the impact of flexible and hybrid working structures. Our entire crew has full flexibility, including unlimited global remote working, and unlimited paid holiday as standard. Trust us – giving your team full autonomy over their working and personal lives makes a world of difference to their experience within your company. The gift of balance in today’s fast-paced world is priceless. This forward-thinking approach will play an enormous role in not only the talent you attract, but the talent you retain for years to come.

Now, let’s compare the most common benefits to the ones people actually want:

The results are clear – the landscape is changing. Work-life balance is now a crucial aspect of job satisfaction. Employees want to work for a company whose benefits package will enable them to lead a balanced and fulfilling life. This includes support for mental and physical health, professional development, as well as programs and benefits that help them manage their personal responsibilities.

By addressing the various stressors and work-life balance challenges your employees face, you create a supportive environment that allows them to thrive. This sends a powerful message to your team that their wellbeing is a top priority, building an engaged, motivated and committed workforce. This modern approach to employee benefits lays the foundation for long-term success and growth.

Employers have the ability to affect enormous change in their team’s lives. This is the intersection of employee benefits and employee satisfaction. Employers need to shift their focus away from simply offering basic ‘benefits’ and towards creating a holistic employee experience. From flexible work arrangements, to professional development opportunities, to health and wellness initiatives, there are a wide range of practices that can make a tangible difference to the core to your success – your team.

Don’t be left in the dust. For those unsure where to start, we’re here to help. EVONA is the leading international space sector recruiter. We’re emotional intelligence meets specialized knowledge, and we empower space companies to grow.​ Our crew are dedicated to inspiring a new generation of the space sector workforce.​ We’re investing in the future workforce, as well as tacking diversity and skill shortages.

We have the knowledge and depth of expertise to help you achieve your goals and expand your business. ​Get in touch to find out how to align your internal processes with your future growth.

Our data has revealed a surprising, yet inspiring fact:

EVONA’s female placements in the space sector are earning more than men in the same roles.

While the space industry is facing a persistent gender pay gap, EVONA is leading the charge in empowering women to not only break into the sector, but to also soar to new heights of success. It’s time to shatter the glass ceiling of the space sector and make way for women to reach for the stars. We’re leading the revolution that’s closing the pay gap and opening up a world of opportunities for women in space.

Despite rapid advancements in technology and exploration, the industry is still grappling with issues of unequal compensation for men and women in the same roles with the same qualifications. The disparity is not unique to entry-level positions, but also exists at higher levels of the industry. It’s a multi-faceted problem with many contributing factors, such as issues of representation and unconscious bias.

The US Space Wage Gap

Unfortunately, the US space wage gap is significantly higher than the wider US average. But fear not, space sector – EVONA is here to lead the way and provide a solution to this persistent problem. Our data showcases EVONA’s commitment to empowering women and providing equal opportunities in the space sector. By placing a focus on merit and skills, EVONA is setting a new standard in the industry and closing the pay gap.

Let’s delve a bit deeper into the specifics. How do the figures look when we split by state?

These states have flipped the wage gap on its head. This data showcases a historic moment in the space sector. The fact that these states are prioritising and valuing the contributions of women in the space sector is a testament to their progressive and inclusive approach to creating a diverse workforce. This is a positive step towards a future where women have equal opportunities to succeed and excel in the space sector, which will lead to a stronger, more innovative and resilient industry for all.

The US space industry is booming. With the sector’s annual revenue currently sitting at $447 billion, and forecast to reach $1 trillion by 2040, there’s never been a better time to join. While the industry has been historically patriarchal, we’re committed to levelling the playing field and illuminating the ever-increasing opportunities for women in space.

We’re not just overachieving for our female candidates. When you compare the average US space sector salary with that of EVONA’s placements, our candidates are earning on average $50,732 more each year.

We’re constantly sharing our expertise for companies to utilise for change. If space organisations follow this advice, they will have the tools they need to build a diverse company that will drive innovation and retain talent.

In Project IDD (Inclusivity Drives Diversity) Part 1, we explored issues of diversity and inclusion from a gender perspective. We gave exclusive insights from two of our principle recruiters who achieved a 50/50 gender split in their placements, and told you how to attract and retain talented women in your organization. 

Click here to read Project IDD Part 1 and take a giant leap towards workplace equality.

What is a hybrid working model?

Hybrid working models are becoming increasingly popular in today’s fast-paced, technology-driven world. This way of working combines the best of both worlds, offering employees the flexibility and autonomy of working from home or other remote locations, while still maintaining a sense of connection and collaboration with their colleagues and the organization.

Overall, hybrid working models offer a number of benefits for both employees and organisations and are likely to become an increasingly common way of working in the future. With the right technology and support in place, it’s possible to create a hybrid working environment that is productive, efficient, and enjoyable for everyone involved.

What is the difference between hybrid and remote work?

Hybrid work and remote work are similar in that they both involve employees working from locations outside of a traditional office. However, there are some key differences between the two.

Remote work refers to a situation where employees work entirely from a location of their choice, whether that be from home or another location, and do not physically come into the office. This means that all communication and collaboration is done remotely, typically through the use of technology such as video conferencing, instant messaging, and document sharing.

Hybrid work, on the other hand, is a blend of remote and in-person work. It typically involves employees splitting their time between working from home or other remote locations and working from a central office or other physical location. This allows employees to have a level of autonomy and flexibility in terms of where and how they work, while still maintaining some level of in-person collaboration and connection with their colleagues.

Is hybrid working popular?

The pandemic caused a rapid shift in our lifestyles and forced many to adapt to working remotely. During lockdown, working from home benefited both the employee and their organisation by ensuring work could continue effectively, whilst keeping everybody as safe as possible.

In the short term, hybrid working offered vital reassurance in such uncertain times. Emerging from the pandemic, lockdown changed expectations, with employees quickly noticing the benefits of remote work in maintaining their productivity whilst enabling a flexible lifestyle.

Is hybrid working for me?

Hybrid working offers flexibility by combining workplace and remote working. For many remote-capable employees, the traditional (and constraining) nine-to-five working day has transformed and occasionally working from a location away from the office is becoming the norm. Giving more flexibility and freedom to employees, hybrid working intends to sustain productivity in ways that can benefit each employee differently. This combination can improve employee work satisfaction and ultimately the quality of work produced.

When deciding if hybrid work is suitable for you, it is important to consider your schedule and where you feel most productive. Some forms of work will lend themselves better to being at home or in the office. This can depend on the need for face-to-face meetings or video calls, for example. An informal or set working pattern can be established, adapted to suit both the company and the employee.

Despite its advantages, hybrid working isn’t suitable for all industries and is offered at the employer’s discretion. It’s important to be clear on your own expectations as well as a potential employer’s before you accept a job offer.

What are the advantages of hybrid working?

Employers’ newfound person-centred approach to work has many advantageous outcomes. The benefits of hybrid working include a better work-life balance, higher motivation, and improved job satisfaction from employees.

• Higher productivity

When working from home, employees are primarily focused on independent work tasks in a quiet space, away from the distractions of the office. Hybrid working, therefore, utilises environments that suit the individual, so employees can use their time effectively. This can enable efficient and productive working in a fast-paced role. It can also promote better collaboration of ideas within the team and improve work relationships through both face-to-face and online communication with co-workers.

• Flexibility

Working full-time from home or in the office could be isolating and distracting. In a hybrid setup, a flexible working schedule boosts morale among employees, improving their work-life balance by allowing them to work in ways most effective for them. This means they are trusted by employers to utilise and manage their independence, which in turn improves productivity and motivation. Employees’ schedules and priorities differ, so hybrid working gives people the opportunity to be flexible around their differing lifestyles, such as doing the school run or going to the gym.

• Time and money saving

Flexible working is beneficial by reducing long commuting journeys and travel expenses for employees. By allowing employees to work from home or other remote locations, hybrid working models can significantly reduce the time and costs associated with commuting. This can not only save employees time, but also help to reduce their stress levels and improve their overall quality of life. Furthermore, with fewer people in the office, there are significantly lower operational costs for employers and less overcrowded office space. Office space can then be utilised for collaborative team projects and relationship building. 

• Increased job opportunities

Flexible work increases the number of job opportunities, reducing the need to decide on a company based on location, commute time, or cost. It can also help companies to attract and retain talent by offering a better work-life balance and flexibility. It can also increase the pool of candidates for a given role by making it more accessible to people who may not have been able to commute to an office on a daily basis, such as those with disabilities or caregiving responsibilities. This gives employers access to a wider talent pool when recruiting, attracting a new generation of workers who are accustomed to flexibility.

What does a hybrid work schedule look like?

Employees who need peace and quiet to focus, or those who thrive in an office setting, can be given the choice to work where and when they’re most productive. A hybrid schedule enables individuals to manage their workload in a schedule that suits them best, reducing unwanted stress and preventing burnout. Every individual has a unique way of working, so make sure to find the balance that works for you.

How to find the right balance with hybrid working

Hybrid working can be structured in many ways, ranging from working in the office two or three days a week, or even two or three days a month – it’s completely flexible. In a hybrid workplace, employees can utilise their time better by, for example, avoiding commuting at busy times. Time at home helps hybrid workers efficiently drive personal performance while allowing the flexibility to meet other life responsibilities, such as shopping, exercising, or taking children to school. This allows employees to form an effective routine, giving them control over work hours and location.

The advantages of office working can be utilised for those that wish to socialise in the office, improving the company culture by enabling in-person collaboration and teamwork. Office time becomes more valued, and this can help to combat feelings of isolation that may emerge in a fully remote schedule.

Simultaneously, hybrid working aids those who need a silent environment to work with no interruptions. Here, they can focus on tasks without the noises and interruptions of a traditional office environment. It’s worth noting that remote working can sometimes result in overworking and burnout, so it’s vital to take regular breaks and set proper boundaries. It’s important to have a defined space for home working, so if you don’t have a dedicated workspace, hybrid working might not be the best option for you.

Top takeaways for hybrid working

All in all, hybrid working offers a great lifestyle that shouldn’t affect productivity, but it’s important to make sure that it’s right for you. Being location flexible, alternating between office and home working, has lots of advantages. It can help you to work more efficiently and maintain a healthy work-life balance, preventing burnout and improving performance. However, one size doesn’t fit all when it comes to remote working. Some people work better in the office, while some find it easier to focus at home. Whichever side of the fence you’re on, be reflective and honest with yourself about if remote working really suits you.

If hybrid working is for you, check out our jobs page to find the ideal hybrid role for you in the space sector.