Attracting and retaining staff as we exit the pandemic
The working landscape has shifted massively in the last year, particularly for those who work in offices. We are emerging from a period of workplace disruption, it’s time for businesses to refresh workplace culture and get people excited about working together again.
The pandemic caused a number of unique challenges for employers and has overturned the working experience. Forward-thinking leaders are adjusting to ensure they can attract top talent while retaining their existing employees.
As we prepare for working life away from lockdowns, it’s critical for business leaders to consider how they will shift their recruitment and retainment strategies.
So, what are candidates mainly seeking from employment post-COVID and how can you apply this to your recruitment strategy?
People are the spark of a business and have a direct impact on its success, growth and reputation. Poor employee wellbeing and lack of care naturally leads to poor business outcomes.
The pandemic has led to important mental health conversations and has shifted how people think about work and what they want out of life. For many, the chance to reflect led them to consider what truly matters, this is why wellbeing infrastructures have expanded across multiple industries.
When it comes to attracting and retaining staff, people are looking to join innovative businesses that place the health and wellness of their people at the forefront. This shows that you genuinely care by going beyond the typical perks.
When considering an effective wellbeing strategy, remember to consider the following:
● Identify areas of focus for wellbeing by seeking ideas from employees
● Engage employees in all stages of the development of the plan
Transparency has never been more attractive to job-seekers. More than ever, people are seeking environments with open communication and trust at the centre.
Prospective candidates want to see that your business creates efficient communication channels where they can express themselves and be heard.
Developing an environment with nurturing and supportive leadership will create an environment where people feel seen, heard and recognised and ultimately want to be and stay.
Communicating transparently builds trust with employees current and new, which leads to happier, more engaged workers.
Optimise your employer brand
With skill shortages and organisations competing for talent, employer branding plays a major role.
The communications of your business, i.e. your company website, social media platforms and brand tone of voice should ideally come together in an employer brand story, that separates you from competitors.
Candidates tend to look for businesses that stand out from the crowd in terms of storytelling, they want to visualise themselves in a company, which you can solve by fine-tuning your employer brand.
● Define your message and values
● Nurture your culture
● Understand brand perception
● Embrace technology
● Treat candidates like customers
● Use storytelling
Rethink talent needs
Differentiate your company so employees want to work for you rather than your competition.
Outline the talent gaps in your business and refocus your strategies to attract the people who will drive future success. Analyse your most significant challenges and what kind of people could help you overcome them. By identifying the types of candidates you want to attract, you can build on boosting your employer brand to attract them.
Getting this right will encourage fresh talent to join your business.
Get employee feedback
Give your employees a voice by gathering feedback through one-on-one conversations and surveys. In today’s post-pandemic world, it’s crucial to understand employee wellbeing, work relationships, and support structure. By gathering this data, you can work on addressing feedback, before eyes wander and employees leave.
Making your employees feel heard shows that you want to listen to them and that their thoughts and feelings are valid.
A flexible or remote working schedule is one of the most in-demand perks, especially since the start of the pandemic.
One of the main benefits people have seen from home-working is the ability for more autonomy when it comes to individual work/life balance.
Additionally, commuting time is saved and can be spent working on business progression, as well as taking care of personal matters, which ultimately reduces employee stress and boosts morale.
Employees want to feel that they are important to your success. It’s important to show your appreciation for what they do and how they contribute to your business growth. This is particularly key when organisations grow and develop. It helps teams build a sense of security, motivating them to continue great work.
● Give shout-outs
● Offer fun projects or development opportunities
● Encourage peer-to-peer recognition
● Just say thank you!
The post-pandemic world of employment is disruptive and exciting, and business growth is dependent on your ability to think and lead differently.
If you’re looking to build your team, Certus takes the time to understand your company’s position within its market. Get in touch today to find out how we can support your growth plans.