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To attract top talent, employers must establish credibility and reliability. The best hires offer valuable skills and work ethic, so employers need to position their business as the best workplace in terms of stability and legitimacy. Without this, top employees may leave for better opportunities at established businesses.
82 per cent of companies are having difficulties hiring talented workers. With the shortage of skill, it's even more important to capture that limited pool of top-tier talent shopping for the best option. The new generations leading the majority of the workforce now are set in the ideology that their skills are more valuable to workspaces than the other way around, so it's no longer enough to simply have a job posting up if employers want to attract good hires.
Data-driven recruitment is essential in dealing with the most significant problems faced by hiring managers today, like high turnover rates and low retention. Employers must analyze what brings and keeps top talent in their company and lean towards that. In the end, it boils down to internal shifts and employer branding.
So, why exactly is employer branding the most important aspect of attracting talent?
Establishing credibility and reliability is important when trying to attract great talent. With the skillset and work ethic that the best hires offer, employers need to present their business as the most valuable workplace in terms of longevity and legitimacy. After all, why would employees stay with their company if there are better offers out there from more established businesses?
Getting the attention of talent in a good way comes down to impactful branding that immediately says who employers are. Making sure they have a significant online presence, content that generates visibility, and brand materials that separate them from others in the field. There are many tools at employers’ disposal these days that simplify the process of creating a brand image that appeals to employees that want promising employers.
A simple yet significant move can be to use a domain name generator to lock down a domain and solidify your foothold in the digital space. This will help weed out options that are already too similar to existing brands and increase trust.
Employees want a positive experience that they can look forward to every day. They want to be motivated and be in a place that values their time and effort. If potential hires see that the employer's brand caters to that preference, they will be more inclined to join the fold and stay there.
Using an employee reward system significantly improves the work experience for employees. If employers heavily integrate this into their branding, it establishes their business as a more promising place to join. In the long run, this will result in more productivity and better employee retention.
You can even use software that helps improve the employee experience in small yet impactful ways, such as smoother payroll management, early wage access, and a perks and benefits system that will help employees conveniently access their benefits.
Just as employers must take care of their company name by being mindful of who they hire, so do employees now, bringing more credence to the business they will tie themselves to. According to data collected by Qualtrics, employees are less likely to leave their employer if they believe their company's values align with their own. The same research shows that working at a place that contradicts their values is harder for employees.
The values that employers present will be crucial in attracting talent that is not only skilled but more likely to stick around. It’s important to fully flesh out the messaging they want to convey and ensure it translates to all their materials and work engagements. Otherwise, potential hires will flock elsewhere.
The reality is that only 21 per cent of employees are engaged at work. If employers attract and retain quality hires, they must brand themselves as an engaging workplace. They must establish that their business is focused, has promising avenues for growth, and enables their employees to develop more as skilled workers and people.
Employee benefits must be more than the expected time off, healthcare, and insurance coverage. Employees must be engaged by creating meaningful interactions, providing solid communication, and investing in the workplace culture.
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