“An organisation’s strength is determined in large part by the quality of its talent,” Kim Stewart of First Citizens Bank told Triangle Business Journal in 2019, adding: “In a competitive hire environment, the way to attract great talent is by providing a strong organisational culture and opportunities for people to grow.”
However, as the economy continues recovering from the COVID-19 pandemic, you must know how to not only attract top talent but also keep it for the long haul. So, how can you do that?
Heed your company’s mission and values
“Candidates have a better time assessing their fit when you’re clear with your employer brand and values from the outset,” Stewart, at that time the SVP and director of talent management for First Citizens Bank, continued.
She further added: “Employees feel more engaged and are more likely to flourish when their values are aligned with those of their employer.” So, you should make sure your organisation’s ethos comes across clearly in the job description. Speaking of which…
Put all of the right things into the job description
Yes, you could probably do with a checklist here – so, it is fortunate that this particular LinkedIn article provides one, touching on such crucial inclusions as the job title, job summary and details of what your company offers and what impact someone could make through working at the company.
Keep things accurate but concise in the job description. For example, if you offer business life insurance for employees, you should mention this – albeit in a relatively snappy way.
Foster a culture of recognition at your workplace
Once high-value employees have started working at your company, how can you engage them in a way that leads them to perceive your organisation as their corporate home for the long term?
John Baldino, President of the human resources (HR) consultancy Humareso, warns in words quoted on the Employee Benefits website: “Compensation is a factor, but it’s not necessarily the deciding factor. Recognition, appreciation, gratitude, a culture of learning, and a culture of investment are much more important.”
Instil DE&I into your corporate DNA
The acronym ‘DE&I’ stands for ‘diversity, equality and inclusion’ – and, for many candidates, its inclusion at a company is a powerful incentive for them to seek employment there. DE&I is likely to even further grow in importance, too, as Generation Z employees rise in number.
Nonetheless, many companies have been slow at spreading DE&I throughout their workplaces – meaning that you can give yourself a head start by learning from their mistake.
Provide continuous feedback to your employees
This feedback can be provided through coaching workers as well as holding regular performance reviews. However, you should not only keep your employees in the loop about their progress but also discuss growth opportunities with them.
These can be opportunities for the employee’s own personal development as well as chances that the company itself is eyeing for growth. Both types of growth opportunity could incentivise the worker to stay put rather than start perusing job vacancies on offer elsewhere.
