What do workers want? This is a vital question all companies need to consider when recruiting and working on retention strategies.
The challenge is the answer to the question changes over time. You can’t just rely on what worked in the past. You also can’t make assumptions or you could quickly find yourself out of touch – something that could hurt your recruitment efforts. We currently operate in a time where many companies struggle to retain talent, employees are more willing than ever to make a move, and organizations are struggling to fill skill gaps.
So, employers need to keep their finger on the pulse of what workers want to compete for the best talent in 2024 and for years to come. Healthcare recruiter Kelly Meadows suggests you try the following strategies to strengthen your recruitment strategy and get the best talent this year.
Define How You Are Different From Other Organizations
How are you different from other companies? Why should people want to work for your company? What is it about your company that attracts people to it? This comes down to uniquely defining your employer brand. Defining your employer brand in detail is essential to attract the best people.
An excellent employer establishes a workplace that individuals actively desire to join, actively engaging them to perform at their highest potential. Research conducted by the World Economic Forum indicates that achieving this entails providing employees with a comprehensive package: a secure, flexible, inclusive, and financially stable work environment – a place where they sense a genuine sense of belonging.
If you can make these elements synonymous with your company brand, you will have more success recruiting.
Sell Your Company Culture As Part Of The Recruitment Process
The culture of your organization defines what you are all about. It serves as the environment in which your employees navigate daily, influencing every facet of their work. And, more candidates are prioritizing culture when considering employers.
It’s crucial to prioritize cultural fit alongside skills and experience when making hiring decisions. Consider cultural alignment throughout the entire recruitment process, starting from crafting the job description, through interviewing candidates, to onboarding and beyond.
It’s essential to note that the positive impact of cultural alignment is contingent upon having a company culture worth aligning with. A strong organizational culture is one where employees feel embraced, find fulfillment in their work, and are empowered to express their authentic selves.
Have A Well Defined Employee Value Proposition
An Employee Value Proposition (EVP) is a set of unique offerings and benefits that an employer promises to provide to its employees in exchange for their skills, capabilities, and commitment. It is essentially a value proposition tailored for the workforce, outlining what employees can expect from their employer and what distinguishes the organization as an attractive workplace.
The EVP encompasses various elements, such as compensation, benefits, career development opportunities, work-life balance, company culture, and the overall employee experience. It aims to communicate the reasons why individuals should choose to work for a particular company and what makes that organization stand out from others in the job market.
The Employee Value Proposition serves as a key tool for organizations to attract, engage, and retain talent by highlighting the unique value and benefits they offer to their employees.
Deliver!
No matter how well you define your employer’s brand, culture, and employee value proposition, the most important thing is to deliver on your promises. Don’t just market yourself as a great company to work for. Be a great company. When you practice what you preach, you be able to not only attract top talent but also keep them in your company for the long term.
Need some help improving your hiring efforts? Reach out to our recruitment team.
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