Hiring Top Talent
The American labor market remains historically strong – which means HR professionals may need to get creative when it comes to keeping positions filled and recruiting top talent for growing businesses.
On one hand, the average tenure of an employee at a single company is shrinking. On the other, improvements to company culture, workplace technology and employee benefits plans have set the bar high when it comes time to consider a career change. This poses the question of how to attract job seekers at the peak of their search, or become a company of interest for employed, top-tier talent.
Whether your company is big or small, in-demand or under-the-radar, hiring top talent in a saturated market is challenging. Luckily, there are tried and true methods (plus some you may not have considered) that will help engage the right candidates with your job openings.
Become an employer of choice
Becoming an 'employer of choice' means your company has a great working culture and strong reputation in the industry. It also means applicants are eager to work with you, envy your employees, and that your top-performing workers stay with the company. So, how do you become an employer of choice (or determine if you already are)? The answer is interesting enough to be an e-book in itself, but here are some helpful pointers.
A key step in becoming an employer of choice is to first know what type of candidates you want to hire and secondly what they want. Personal growth, job security and an attractive office environment all rank highly among most professionals when weighing a job offer. That said, if your organization offers challenging work, advancement opportunities and positive energy, you're well on your way to attracting candidates and maintaining an engaged workforce.
Offer a winning benefits package
Gone are the days when companies had a leg up in the labor force by simply offering retirement plans or standard health insurance. Today’s workforce demands more -- from comprehensive benefits packages, wellness offerings, mental health support and continued education -- today’s employees want a personalized benefits experience tailored to their unique needs. These needs will also vary from generation to generation, and within generations, from person to person. The varied needs mean benefits technology and decision support should become cornerstones in your overall benefits strategy - and, ultimately, your hiring and retention strategies.
We help our clients combat these challenges by providing benefits administration services that offer:
- A completely digital benefits experience that can be accessed any time, anywhere
- Management of day-to-day tasks so you can focus on employees
- A full-service call center to assist employees with benefits inquiries
- Customized benefits communication to keep employees educated and engaged
- Decision support tools to help employees choose the best plan for their needs
Encourage employee advocacy
Most of us turn to friends, family and trusted comrades when it comes to making big life decisions. (Think buying a car, purchasing a home or choosing childcare.) Word of mouth is powerful, and you're more likely to visit the car dealer, real estate brokerage or daycare that a friend suggested than pick at random from a Google search. The same can be said for job-seekers - and it doesn't stop at casual conversation between friends.
With apps like Glassdoor, Indeed and JobAware, candidates have more insights than ever into the who, what and why of your organization. This is where employee advocacy becomes increasingly important in attracting new-hires. You never know who your employees are connected to (like that rockstar developer you needed to hire yesterday) and you want them to speak highly of you, both on and offline.
Attract More Candidates in 2020 with Employee Advocacy
- You won't get what you don't ask for! The best way to obtain employee reviews is to simply ask.
- Send a company-wide email with links to the various places to leave a review.
- Or, suggest they tag the company on social media during the next company outing.
- The first option helps online job-seekers learn more about the company while the latter is a way for employees to engage their social circle with their working life.
Keep in touch with interested candidates
There are so many reasons why a great candidate wasn't hired. Perhaps you interviewed several great candidates with only one role to fill. Or maybe your hiring process was behind schedule and a stand-out candidate moved forward with another opportunity. Or maybe a candidate was turned down with the hope they'd be a better fit for a future opening. Whatever the case may be, keeping strong candidates available and interested will help you in the long run when future roles need to be filled quickly. Not only that, but when you sense someone is a great fit it will reduce turnover in the future - making it a win-win for both you and upcoming hires.
The need for attracting top talent and retaining top performers is an ongoing challenge - especially for mid and enterprise level organizations. Keep your hiring and retention game strong by understanding how to differentiate your organization in a competitive labor market. Download the e-book to learn more!