If you aren’t seeing daily updates that read ‘After many wonderful years, the time has come to leave…’ you haven’t been on LinkedIn this year.
For better or worse, Covid-19 forced us to adapt. The fall out rewired our perspective of what is possible and important when it comes to work. Now, in the throes of the ‘great resignation’ we are learning that employers who don’t embrace the shift, are quickly left behind.
The influx of ‘farewells’ has the most innovative, influential, and loyal employees considering their own greener pastures.
So how can you position your business to the be their first choice?
Flexibility around when, where, and how we work is no longer a differentiator, it’s the decider.
Before the pandemic, most of us thought work-life balance meant knocking off early on a Friday. We struggled to fit the smallest life commitments around our busy work schedules.
Then, overnight ‘working from home’ was inserted into our corporate vocabulary.
For some, it was the first time we had been afforded this level of trust and flexibility. While it came with plenty of challenges, it also proved that productivity isn’t exclusive to the traditional office setting.
A survey in November last year showed 61% of ‘working professionals’ believed a hybrid working from model was the most productive (Hays 2021).
Employees who know their worth, are looking for businesses that offer a value proposition aligned with this desire for flexibility.
Top talent wants to be part of the solution, not the problem.
Equal opportunity plays heavily into this narrative. People want to see diversity reaching the highest levels of a business. This does more than just reinforce the perception of safety and respect within an organisation. It shows candidates that opportunities for career advancement exist for all, regardless of race, gender, or sexual orientation.
From experience, companies that are seen as a positive force in society have an easier time attracting talent. A strong environmental and social responsibility strategy shows potential employees how a company treats people.
85% of employees feel it’s important to give back to the community through the workplace (ACF 2013). And apart from the obvious social impacts, ‘giving back’ cultivates brand loyalty, employee engagement and importantly happiness.
When you have the luxury of choice (as top talent often does) why risk your reputation for a company that only cares about its bottom line?
Employer branding starts long before you post an advert.
In a candidate driven market, you need to be very strategic about how you communicate with potential talent. Unless they are actively looking, it is unlikely a unicorn will stumble across your advert.
Boasting about your financial position online won’t get you very far. People want to know what it is like to work for you.
Keep your messaging steady and consistent. Share the things you are doing in the community, your focus on wellbeing and flexibility for your workforce. Hire a reputable recruiter capable of marketing your business effectively.
But more important than any other strategy, is ensuring your current employees feel valued. There is arguably nothing more powerful in the battle for talent, than a happy team member sharing a career highlight with their network.