Are your employee attraction strategies up to scratch? Check your progress against our top tips – we’ll be sharing something daily over the next week…
The latest skills shortage stats show just how vital this information is to employers. After all, you’re currently competing against a greater number of companies for a smaller number of candidates.
Ready to get started?
DAY 1: your culture and ethos
Could you (and your existing team) describe your company culture and brand values/ethos? If so, how do you promote this to prospective employees – is it on your website? Do you include any blurb on your job descriptions? If you answer ‘no’ to any of the above, it’s time to get brainstorming!
Working for brands with a positive purpose is becoming increasingly important to emerging generations of professionals.
Communicating your company culture can also help attract like-minded individuals to your business. And we all know the value of a positive team fit!
What’s more, well-aligned values also appear to boost later productivity and workplace relations. Please note: the ‘well-aligned’ is key here! It’s important that anything you communicate is truly reflected in your workplace. Whether that’s comments about the positive atmosphere, your people-centred approach, or your attitude to progression and diversity.
DAY 2: building your benefits package
You might not think you’re in the position to create much of an employee benefits package, however, you really don’t need to have a vast budget in order to do so. It could also be a costly mistake not to at least explore your options.
Where possible, detail some of your employee benefits in your job descriptions. 85% of candidates are more attracted to organisations that do this. Or, at the very least, make sure candidates know that there are a number of benefits on offer.
Do your competitor research to see what other companies are offering their employees. Also, swot up on the latest research surrounding job-seekers’ priorities. We reguarly share such news findings, including our recent post on what most employees want and need in 2019.
DAY 3: be more flexible
It’s time to discuss flexible working. Yes, this is featured in some of the staff benefit discussions, yet it more than deserves its own employee attraction spotlight.
People are increasingly drawn to companies that provide flexi-working opportunities. There are multiple plus points to consider here:
- It may help you attract large and in many cases untapped talent pools, such as maternity returners and working parents.
- Again, emerging worker groups are also more attracted to jobs with flexible and home working potential.
- Your team may become happier and your business may better keep up with rapidly changing workplace needs.
- What’s more, as the UK lags behind other nations in this respect, you may gain a distinct competitive advantage in your field.
DAY 4: be a rarity!
In order to attract the most valuable employees, you need to offer and promote something that few companies ever even consider.
Something that will also help retain your employees once on-board – and help overcome some of the most worrying national workplace trends (the employee performance crisis; high levels of disengagement and a general sense of unhappiness at work)…
This something is only offered by approximately 19% of businesses and is best described as ‘an experimentation culture’. It’s all about enabling your employees to share their ideas without criticism, actively encouraging innovation and creativity, and all-around greater team and individual involvement. You’ll need to have the right management approach in place to make this possible. You’ll also need to communicate this message to prospective employees. However, just think of the possibilities for your business!
DAY 5: make a path
Again, this is somewhat touched upon as an employee benefit. Yet did you know that 90% of UK employees deem training to be ‘vital to furthering their career?’ All the while, only 25% of HR professionals say their employers provide a ‘learning culture’.
You may not have the sort of business that enables a clear route of progression, yet you can certainly help your employees to see a path of personal progression and development. What a helpful tool to include in your job adverts.
As we’re now deep into a ‘skills economy’ period, it’s great to consider all training avenues – from online learning and knowledge sharing to in-house coaching and external courses. This is all discussed in the above-linked post.
DAY 6: now for the salaries!
It’s hard to deny that salary levels are important. UK employees are more motivated by pay than those of any other European country, with 62% of professionals saying that their salary is their primary driver to work.
In addition to this, average national salaries grew by 7.6% last year. This is driven by the skills shortage and saw a boost in December when candidate availability numbers fell again.
Make certain that your salary levels are as competitive as they can be to attract more job applicants. Monitor your competitors’ job adverts and be sure to seek salary guidance from your Recruitment Consultant.
DAY 7: bringing it all together
You’ve put in all the work to create an attractive employer offering, now you need to make sure you’re reaching out to as many candidates as you can; as effectively as you can!
This means crafting an appealing job description – and making sure that this is actually getting in front of your target audience.
Contact an expert recruitment agency in your industry for support with both elements. From job description guidance, through to regional industry insights, and ready access to the most effective candidate attraction tools, there are so many benefits to working with a dedicated recruitment consultant. They may even have the perfect person on their database waiting for a job such as yours!
Thanks for joining us for this week of tips. We hope you’re feeling ready to execute your newly refined employee attraction approach! To discuss your recruitment needs, please call Appoint on 01225 313130.