Source: HR Daily Advisor
Author: Leigh Norris, Integrity Staffing Solutions
The days of jobs “selling themselves” are long gone. Candidates, especially high-performing ones, are no longer satisfied with just collecting a paycheck. They want to work for employers that match their needs and expectations.
Talented jobseekers’ desire for more has helped spark an ultra-competitive hiring environment and led to some of the most creative recruiting strategies and best employee perks the job market has ever seen. Take same-day pay, for instance. A few employers are dabbling in this emerging benefit that allows workers to access their money right away. It’s an attractive bonus, particularly for professionals interested in sidestepping the financial stressors of waiting for their earnings.
Payroll flexibility is just the tip of the iceberg of companies’ attempts to entice talented potential applicants. It’s no longer enough for organizations to rest on their laurels, name recognition, or an abundance of openings to recruit topflight candidates. Today, they must think outside the box to sell recruits something more appealing.
Broaden Your Appeal with Potential Candidates
Ultimately, candidates want more than standard offerings and are willing to move jobs to find them. Successful companies secure top talent by rising to the occasion with innovative strategies and better candidate experiences. The following are three solutions businesses can use to stay ahead in the recruiting race.
1. Expand your workplace benefits and compensation packages.
It’s common today to find employer packages and plans with more benefits and inclusions than in years past. In addition to healthcare insurance options that include telehealth appointments, companies are also experimenting with add-ons such as wellness classes and mental health programs. Some organizations have established corporate personal finance programs, too, to give workers access to financial tools, resources, and advice.
Additionally, during the pandemic, many employees made it clear to their employers that family responsibilities took precedence over work. The result? Welcomed increases in paid time off and family leave. Some organizations are also providing childcare and eldercare support.
Look for gaps in your benefit offerings. What are employees requesting? Do competitors offer something you don’t? Ask these questions, then audit your offerings and see what more you can do. By going beyond the basics to provide more benefits employees want and need, employers can attract and retain more talent.
2. Foster workplace flexibility.
As a LinkedIn report noted, “flexibility” was one of the words that peppered the portal’s posts quite a bit in 2021. Younger employees prioritize flexibility as one of the most important aspects of a workplace, and nearly two-thirds of participants from LinkedIn’s survey said they valued a more accommodating work/life balance. A Harris Poll for Fortune confirms the demand for flexibility, as up to 84% of American employees want the ability to adjust their schedules as needed.
With the growing desire for flexibility in mind, companies are examining how to create work environments where adaptable arrangements are the norm. In some cases, this means allowing for occasional or permanent remote work. In other situations, employers need their employees on-site but are willing to allow staff members to enjoy 4-day workweeks, hybrid setups, or unique daily schedules.
The point isn’t to diminish the importance of work; tasks and projects must still reach the finish line. But by giving people more flexibility, you can acknowledge and support the fullness of their lives outside of their jobs.
3. Offer professional development benefits.
Ambitious performers aren’t satisfied with just having an occupation. They want to construct road maps and journeys that lead their careers in specific directions. Companies are answering this call for more career-pathing by increasing their paid upskilling, reskilling, and other development resources and perks.
Talk with current or relatively new hires to figure out what types of growth opportunities you can provide. Maybe they want tuition reimbursement to further their education, access to e-learning programs, or even connections to conferences and seminars that speak to their stated professional goals.
Whatever ways you can help employees grow and develop, remember that helping them succeed will have a positive impact on the company overall. As employees become more confident and proficient in their roles, they’ll become better suited for promotional opportunities that arise within your company, increasing your team’s tenure.
The recruitment world has turned into a buyer’s market. Candidates want what they want, and they’re willing to wait for the right employer to meet their needs before settling for less. Companies that respond with fresh workplace benefits will stand out in the long run for their timely candidate sourcing efforts and successful talent acquisition.
Leigh Norris is the director of candidate sourcing at Integrity Staffing Solutions, a full-service staffing agency that ranks in the top 2% of agencies across the country for quality service based on ClearlyRated’s “Best of Staffing” client survey. Integrity strives to generate opportunities for everyone to thrive by connecting great companies with great talent nationwide, helping those companies fill full-time, part-time, and temporary roles. Before joining Integrity, Norris spent 11 years at EmployBridge, spending her final 2 as a strategic project director in the talent acquisition department. Norris is a graduate of East Tennessee State University and resides in Knoxville, Tennessee.
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