With more job vacancies than there are qualified applicants, companies are having to put more effort into recruitment and really bolster retention strategies to keep existing staff.
Here’s what it takes to get good candidates to take a job – and stay:
- Build a strong business culture. It’s important to recognize that corporate culture is to the workplace what secret sauce is to cuisine. And be warned: You can’t fake a culture because inauthenticity won’t feel right. Culture is a direct result of knowing the WHY of your business (your purpose) and the WHAT (the core values that are exhibited) – and the company’s vision and values need to line up. The unique culture of an organization comes down to how things operate – things like work practices and behaviours. It’s important because folks feel disconnectedwhen personal values don’t line up with the company. You’ll recruit and retain the best talent when you build the kind of culture in which they will thrive.
You’ll recruit and retain the best talent when you build the kind of culture in which they will thrive.
- Intentionally nurture talent. Talented people need to feel supported in their careers and that they have opportunities for professional growth or advancement. And new recruits? They’re looking for employers that value talent and treat them well – and first impressions matter so be ready to successfully onboard new team members. Leaders need to find the sweet spot between motivated/challenged and overwhelmed/overworked. You can’t stop people from looking for new and different opportunities but they’re more likely to actively search if they’re unhappy.
- Recognize that employee expectations might not be what you expect. Many leaders still think a good salary, a bonus and a big office are enough to recruit and retain the best. Not so! These days, the most talented and experienced workers across industries are looking for:
- Flexible work hours
- Support for remote work some or all of the time
- Opportunities for ongoing learning and leadership development programs
- Additional opportunities for managers and leaders to develop and accelerate their skills with peer learning
- Robust supports for employee mental health and wellness
- Cutting edge technology
- Investment in coaching opportunities for supervisors and leaders
- Other perks like more vacation time, profit sharing, reimbursement for commuting and social events for staff – just some of many strategies to recruit and retain top talent
- Foster a learning culture. Organizations that celebrate and value lifelong learning not only offer education opportunities and coaching but also ways to ensure on-the-job learning. This can range from mentorship opportunities to informal apprenticeships, where team members get to learn by working with someone experienced. Identifying assignments and projects for staff to lead is an important aspect to developing a succession plan.
- Think more broadly when recruiting or developing talent. Some leaders focus on recruiting and developing younger workers. Many future ready businesses are looking for a much more diverse talent pool when they need to fill skill gaps. They’re actively trying to attract and retain people from diverse cultural backgrounds (even international) and diverse ages – including those over 50 and even 60. The value of a more neurodiverse team and broader range of ages is seen as a competitive advantage.
Coach’s Questions:
How is recruitment and retention a challenge for your organization? What do you do well? What could you do better?
