4 ways to become a company everyone wants to work for

At some point during the interview process, the question “What are your strengths and weaknesses?” might pop up. Quite the usual thing the HR would ask, serving as a judge of character or possibly a green light for the position. Traditionally, employers offered a position, interviewed the candidates and negotiated the terms.

However, times have changed drastically and rapidly. The positions of who chooses who have flipped.

The biggest and most significant change that we are seeing in the world of recruitment is the shift to a candidate-driven market. Employees are being more vocal about what they want in the workplace. That has altered the employee-employer relationship for good. 

When it comes to tech talent, job seekers hold more power than ever before. Employees are more certain than ever about what they will and will not tolerate at work, what they want their business to stand for, and they are more confident in expressing their wants. 

When was the last time a company got asked about strengths and weaknesses? If not already, this will happen sooner, rather than later. Topics such as views on social and environmental responsibility, employee wellbeing or flexible working definitely have a spot on the interview agenda. Knowing where you stand on these issues can turn you into the most eligible company. 

Here’s what your strengths should be and how to turn your weaknesses into your positives. These are four ways to become a company everyone wants to work for.


Flexible working options are not new to the tech world but this aspect has been magnified by the pandemic. Companies and leaders who didn’t believe that work from home was productive were forced to take a leap of faith.

And it turned out to be functioning, while employees were increasingly in favor of WFH and remote working options. Research by Adecco Group shows that 89% of people ages 18-26 see flexible working as a long-term career path. They prefer choice to the illusion of permanency. 

Other than being seen as something connected to the location, flexible working schedules nowadays are connected to time flexibility as well. Therefore, the contracting and remote work trends offer employers a larger talent pool and greater flexibility. However, the same trends drastically shift the power of choice from employers to employees. 

Are you offering a four day work week, or perhaps the unlimited PTO option? Do you offer the option of working from anywhere in the world, or promote hybrid work? Get ready to answer those questions.

"Research by Adecco Group shows that 89% of people ages 18-26 see flexible working as a long-term career path."


Hiring continues to surge. According to the Ifo Institute for Economic Research, more than a third of companies in Germany complained of staff shortages in 2021. But, at the same time, according to the Beamery Talent Index out of the 5,000 employed adults surveyed in the U.S. and UK, almost three quarters (72%) are confident in their ability to find a new job.

Professionals are on the move seeking higher income due to inflation and job burnout. Workers are holding all the cards as the talent shortage has opened new doors of opportunity for those seeking a career move.

Salary talk has definitely come out of the shadows. One of the ways of fighting fierce competition is being open about the money. Pay transparency will begin to go mainstream. In Finland, for instance, the government is planning to propose a law that will allow employees to check what their colleagues are earning if they suspect there is a gap. When it comes to retaining your employees’ salary matters, so offer the right compensation and adapt it through time.

Organizations have an advantage in being ahead of legislation and demonstrating to employees they’re about equity and inclusion. Are you ready to be transparent and answer questions when it comes to salary?


Workers have had a taste of better work-life balance and they aren’t turning back. In fact, according to the Beamery Talent Index research, more than a third (37%) actually think their work-life balance was better during the worst of the pandemic. 

This all leads to “work-life negotiation,” which is highly personalized and based on current circumstances and life experiences. Wellbeing also means you need to provide resources to support your people’s mental, physical, and even financial health. The more supported they feel, the better they will perform at their job. 

In today’s world, it is all intertwined. Stress is the biggest obstacle to improving performance, and that is especially important for Gen Z. Climate protection is their greatest concern. According to the US Bureau of Labor Statistics report, 60% of Gen Z want jobs that have a social impact. 70% of employees are more likely to work for a company with a strong environmental agenda, making the salary issue secondary. 

People and purpose drive workplace culture. In other ways, your employees want purpose and impact. You need to align everything with your business strategy. Are you providing that? It might become a crucial point in your recruitment.

“According to the US Bureau of Labor Statistics report, 60% of Gen Z want jobs that have a social impact.”


In many companies, employees find that the best way to move up is to move out, driving up turnover. However, according to LinkedIn’s Workplace Learning Report 2021, since the pandemic began, internal hires make up a greater share of all hires, rising by 19% from 16.5% in April-August 2019 to 19.6% in the same period of 2020. Also, employees at high internal mobility companies stay for twice as long as their low mobility counterparts. There’s really never been a better time to work on your company’s career progression plans. 

Understanding your company’s needs is important, but understanding your employees’ needs is even more important. Give them an option to upskill in their field, or even a different one they are interested in. Offering fun and productive options for peer-to-peer mentoring and training can build skills and solve problems in the workplace. 

An employee who sees progression as an option is also more likely to be motivated and engaged, which also amounts to better work and overall wellbeing. That also gives them a reason to think twice about the attractiveness of jumping ship.

As our founder Moritz Drerup likes to say, upskilling is the new currency. Are you ready to invest in your workers offering career path clarity and support?


The shift to a candidate-driven market means you have to work better together in order to achieve the same goal. You as a company can create a unique story about who you are and where you want to go. As an employer, you will need to communicate your values and follow up with actions.

Change is here and resistance is futile. Reexamine your processes, think how you can work with a more dynamic workforce, give up old habits, and understand employees’ goals and pain points. Embrace the change, and get on board. The earlier you start, the more benefit you will have.

If you are looking to hire tech talent or you just need advice get in touch with us. We can help recruit the best developers for your company or work with you on your hiring strategy and HR skills.

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