One of the conversations that prevails in our house once the little goes to bed amongst others is just how hard it is attracting the right employees. Mr C battles with this daily in his tech start because his number one challenge in his business is attracting the right employees.
According to Monster, the average staff turnover is around 15%. Of course, this is different depending on your industry and the type of business you run. There will always be some level of turnover, be it finding out someone isn’t suitable for the job, illness or injury forcing them to leave or simply moving on to pastures new. But attracting the right employees and then retaining them is a major headache for all business owners and CEOs…as we have experienced first hand.
Currently, the worst industries for high employees turnover are;
- Tech
- Finance
- Hospitality
- Retail
- Media
The connotations of high employee turnover are huge. Not only do you have to go through retaining new hires constantly, but building up customer trust and quality levels as new people take up the job roles. That’s not even considering the time and effort it takes to put out a wanted ad, sift through applications and conduct interviews.
It’s no wonder that when the economy is so uncertain, companies are doing everything they can to attract only the best talent for their vacant positions and make themselves a more attractive place to work. So in terms of attracting the right employees, what can be done?
Focus on Company Reputation
Reputation is absolutely vital to the sustainability of a firm. A company’s reputation, as well as customer and client relationships, continue beyond one-time events. A firm is also measured by how it handles its employees internally, including its reputation. Employer misbehaviour is being uncovered more than ever thanks to the age of transparency and the arrival of rating services like Glassdoor. According to recent research, more than two-thirds of job seekers will refuse to take a job with a company with a bad reputation, even if it means they will continue to be unemployed.
How people feel about working with you and how you are regarded reflects your company’s reputation. Reactively maintain your company’s reputation by performing departure interviews, checking job site reviews, and meeting with current employees regularly.
Suppose your company hasn’t had the chance to build a good reputation, or you want to share more about what happens behind closed, what you stand for and what potential employees can expect. In that case, Corporate Video Production can help you to introduce your company and your brand ethos quickly and is an excellent addition to many professional introductions and websites.
Attracting The Right Employees: Be Who You Want To Attract
Who you are is who you attract. John C. Maxwell
To better attract quality people, identify who you want to become. Be aware of who you are drawing. If you notice the “wrong” people attracted to your organisation, look within your company to identify why. The most acceptable applicants can choose where to work in today’s job market. They’re looking for a company they believe “fits” like you are in the interview process.
You will be more successful in recruiting ambitious, driven people if you create an environment that allows them to achieve their goals and pursue their dreams. If you want a team of brilliant geniuses, nurture a culture and workspace that’s attractive and encouraging to them. It begins with you — being the kind of person you want to meet.
To attract the best people for your firm, follow these tips. Having the proper people working for you, coupled with your company’s ability to succeed, will lead to tremendous success. Knowing how to recruit and retain talented staff is essential. Be sure to keep them on your team.
Promote From Within
Make an internal promotion programme based on the same principles as external promotions. If you have signed the culture pledge and are committed to developing your company’s goals, culture, and procedures, you can be confident that your team will grow alongside you as you progress. They are aware of your requirements. They have a clear view of where you are going.
As a result, rather than sending out an update over Slack for new openings, gather your employees together and officially announce the vacancy.
What you’re seeking might have been right in front of you the whole time.
Assist your team in applying for promotions, if possible, and provide professional training courses, assistance, and support to assist your personnel in their professional development. This can start from the very day they join the company. The main reason why people change jobs is primarily down to career development. While some people may thrive in the familiar, others need the thrill of the chase and desire to move onwards and upwards. If this isn’t a possibility, then they will look elsewhere for this.
Another factor to consider is that extensive employee training and investment in their careers reflects well on you as a company. Employees who are happy in their job tend to go above and beyond, and the more valued they feel, the more loyal they will be.
Advertise Effectively
If you can not promote within, making sure your external recruitment is done effectively will yield a better candidate quality.
There are hundreds of job posting sites available to those that are interested. Because the type of people you are seeking to attract will vary depending on where you post your position, you must consider where you will advertise your job.
For example, suppose you are searching for a part-time retail worker. In that case, you may have more significant results posting on Monster or Indeed than you would if you promoted an opportunity on the professional networking site LinkedIn. You might consider going through an industry-specific agency that specialises in locating employees with accounting experience, on the other hand, if you’re looking for an in-house accountant for your firm.
It would help if you also thought about how much money you have set up for job ads. If you are placing an ad, some websites charge more for job postings than others, and each job agency has its own pricing style, so do your research. Here are a handful of the most major job posting sites you can use to advertise your opportunities, as well as some information about each.
Sell Yourself
Why exactly would the perfect employee want to come and work for you? There is no doubt that the best employees can have their pick of job roles. While their CV and background may be exactly what you are looking for, how are you planning to entice them?
The details you include about your company and what you can offer are just as important as your skills to fill the position. You want to sweeten the deal and be open and honest about what perks and benefits they can expect when working for you.
Firstly, take a look at what and what hasn’t worked for you in the past. What was your previous approach to advertising vacancies, and what type of person did it attract? Keep the good parts and tweak your actions to get different results. After all, they say the definition of insanity is doing the same thing repeatedly and expecting different results! Your recruitment efforts deserve to be new and fresh and reflect who you are trying to attract, as mentioned above.
Include details such as;
- Whether you offer flexible working
- Any staff perks
- Rules and goals you abide by in your company
- Charitable work
- Eco pledges
- Bonus schemes
This can help you create a more in-depth view of your company and really sell it to job hunters.
In conclusion, attracting the right employees is about more than offering a good wage, although that will definitely help. It is about creating the right environment for the right people to flourish in. Employees who are allowed to shine will be the best assets for your company, now and in the future.
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