Today is the best talent may not want anything unusual from their forefathers; they are just in a better position to obtain it. Candidates can seek previously impossible incentives like upfront bonuses, unrestricted vacation time, or inflationary protections with greater certainty than their predecessors due to the indefinite labour shortage. In the labour market, this is a truly historic time.
But, if you had to pick one item that elite talent desires, what would it be? In a nutshell, you have an option.
According to a recent survey on the health of talent in the software-as-a-service (“SaaS”) industry, the number of workers expecting remote-friendly offers is continuing to rise: 89 percent of respondents wish to be entirely or partially remote post-pandemic. In other words, employers who require candidates to work on-site when their work can be completed remotely are effectively eliminating themselves from the beginning.
It is not only about geography when it comes to employee selection. People are increasingly seeking a sense of belonging, not only within a company but also within their team or project. Fewer candidates are ready to accept jobs that do not inspire or fulfil them, and they have the power to demand intangible perks like these.
Employers are finding that a good wage and a few perks are not enough to persuade individuals to stay in their jobs. You must demonstrate to them that they will be a part of a larger project.
5 Methods for Attracting Top Talent
What will the employer do if employees have all of these cards to play? It is an issue that companies must consider not only in order to attract top talent from outside sources but also in order to keep their current employees engaged and motivated.
Who is to say your top employees are not conducting several interviews themselves if they are disengaged?
Progressive businesses prioritize talent at all times, but they also change their strategies as necessary. In the top-heavy market of 2022, here are a few ideas for attracting—and keeping—top talent:
Recognize and respond to how you are regarded
Are you able to define the mission and vision of your company? Can your people, perhaps more importantly? Gather internal data and double-check that your team understands the “why” behind your objectives. When they try to answer an interviewee’s queries regarding the business’s bigger purpose, if they can’t describe your organizational objectives, it won’t go well.
Improve your EVP (employee value proposition)
What qualities do you look for in an employee at your company? You may place a premium on output or innovation. Make a list of the top characteristics. Put them down on paper and spread the word throughout the organization. Honour those who exemplify these ideals by highlighting examples of the value statement in action. People will pay attention (both within and externally).
Develop your company’s image
Before you even see them in the interview room, today’s top talent has the opportunity of evaluating you (the employer) on all levels. Your employer brand, for better or worse, is a component of the candidate’s experience. Is the information on your website up to date? Is the information on the product and service pages up to date? What can you learn about your company’s culture from its LinkedIn page? Make sure the messaging is consistent, and most all, demonstrate to applicants that you have a distinct identity that you are proud to display.
Demonstrate your company’s beliefs and culture
Do you recall what the employee value proposition was? You can also blow it from the outside. You must seize every opportunity to set your company culture apart from the competitors in today’s market. Is it possible to have a good time at work? Is it a conscious effort to be inclusive and improve? Find unique ways to deliver your story to your audience—it could mean the difference between a candidate comparing prospects and hoping for one to stick out.
Create appealing job descriptions
If you do not nail this one, all your previous efforts will be for naught. A snoozer of a job description is one of the fastest ways to turn off a highly sought-after candidate. Writing better job descriptions is a combination of art and science, but there are a few immediate wins: Remove any corporate jargon, be precise about tasks and expectations, and focus on the behaviors (not just the talents) that are appropriate for the position. When you are specific about who you are looking for, you will get fewer unsuitable prospects.