By Nick Hutchinson
In today’s job market individuals have an abundance of choice in jobs – it’s a job seekers market. The result for many businesses is that it is hard to find and keep good staff. Does this sound familiar?
In response, some businesses today maintain a Talent Attraction and Retention Strategy. This strategy covers everything from how businesses recruit, their employer branding, talent pipelines, through to how internal talent is developed, what progression pathways exist and various other pay, conditions, and entitlements they offer to employees. For medium and large businesses that have a dedicated HR function, this can be a great way to formalise their approach and competitively attract and retain talent. For smaller businesses, this can be an onerous and daunting task.
If you fall into the second category, we’ve put some simple tips below to help you navigate the tough job market.
1. Get your offering right
It is important as an employer to ensure you have an attractive opportunity to prospective employees. Part of this includes what you are paying, (and honestly, Award wages rarely make the cut), but it is also about what work the role entails, how and when the work is performed, what other opportunities are available in the future, the flexibility that is offered and personal growth opportunities. A recent poll of Job Seekers found the following top 5 factors employees are looking for are:
Work/Life balance – the ability to work around life/family outcomes
Flexible work patterns – where the employee can take ownership
Remuneration – with rising living costs this is not surprising
Job Security – are you only offering casual or short-term contracts?
Work from home opportunities – either in full or part
Make sure you review the position, package up the work and the opportunities well.
In addition, work on your employer branding – what is it that makes your business the best place to work? Sell this when you recruit.
2. Understand your ideal employee
Hiring employees based on competency is great initially – you can get them to be functionally productive sooner, but it is rarely the best option. Ensuring you select the right candidate based on aligned values, culture and behaviors' will produce a better employee long term – and remember, alignment and competence aren’t mutually exclusive. You can train skills, software, work processes, and develop knowledge in abundance, but it is difficult to change values, long term behaviors' and culture. Ask yourself “what sort of person do I want to spend my time with?” or “what is it that our company really values?” – then look for those people.
3. Get the recruitment right
Once you know what you want and what you can offer, you need to carefully search for that talent. This doesn’t just involve putting a well worded advert on SEEK. Consider partnering with a specialist recruitment company – they will have access to many people that are not looking for work, as well as those who are. In today’s market, it is likely that your ideal employee already has a stable job. Explore social media such as LinkedIn. Search internal networks as well, such as those of your employees.
In addition, make sure you are screening candidates well – test their capability, behaviour, desires/tendencies, and whether their values align with your company. Run multiple background checks, conduct psychometric, aptitude or behavioural testing and really explore the lead candidates to make sure they fit your business culture. Investing in the recruitment process produces quality results.
4. Develop your people
Once you have engaged a new employee, make sure you show them you are serious about developing their potential. Start with clear probation reviews that highlight areas of great performance and areas of improvement. Begin communicating potential pathways – but don’t make any promises. Currently there is a high level of education funding available for many businesses – partner with an apprenticeship provider and explore options for the employee. Also, consider setting up buddy/mentor relationships to help them settle in.
5. Be honest and build rapport
Above all of these, simply being honest with candidates and employees, showing them some basic courtesies such as job application feedback and regular two-way communication, can go a long way.
If you need more help or are still not sure on how you can improve your talent attraction and retention activities, give Hutchinson Resources a call on 0408 067 087 to schedule a free consultation. We can help develop your people systems and process for success.
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