Becoming an employer of choice is not only about attracting top talent, but retaining it too. Given the current ratio of vacant roles compared to those looking for employment, it’s clear that there’s no shortage of talent. So, you’ll need to ensure that you’re winning over the right candidates – and let’s admit, that’s no easy feat.
With this in mind, how can you best position yourself as a go-to employer in your sector?
Before anything else, take a look at any trends within your current workforce. Consider your retention rate, and how that may have changed over time. Is there a recurring reason why employees choose to leave the business? Perhaps after a year or two, many of your employees start to stagnate and see little opportunity for career progression. Alternatively, long-term partnerships with your employees indicate a sense of company loyalty and job satisfaction. Determining which factors influence this will, over time, help you to boost your employee satisfaction rate, encouraging employees to spread the word about their positive experience.
Listen to your workforce
In the same vein, asking for feedback from your staff – and actually acting on it – will leave your workforce feeling heard, understood and appreciated. Whether it’s an increased number of training and development opportunities, a decent pension scheme or extra perks like free parking, refreshments and flexible working, all of these small differences really do add up and have a significant impact in the long-run.
Share your story
According to IBM’s Employee Experience Index, 80% of employees are said to feel more engaged when their work is consistent with the core values and mission of their organization. But, in order to do so, you’ll need to be clear about your stance as an employer and the vision you have for the business. This should also be reflected across all of your communication channels, from internal staff newsletters and meetings, to public-facing social media platforms and your website. In turn, you’ll draw in likeminded individuals who are eager to contribute to the bigger picture.
A third of employees have left a job within the first 90 days, with 43% of them claiming that their day-to-day role simply wasn’t what they thought it would be. Building trust is a crucial part of searching for and onboarding a new employee, so being completely honest from the get-go is the best way to start off on the right foot. Be open about the salary you’re offering, don’t oversell your employee benefits package and make sure the way you market your business online matches up to the way it really operates. Otherwise, you risk your new starter walking straight back out of the door.
Showcase your achievements
If you’ve received an Investors in People accreditation, made it into the The Times Top 100 Best Companies to work for, or something along the same lines, then shout about it! Add the logo to your website, reference it in your job adverts and spread the word via social media. When you’re hiring, remember that you won’t be the only one doing plenty of research – candidates will also be doing some digging of their own. While you won’t have complete control over the information that’s out there, there’s a real opportunity for you to take the reins and steer your future employees in the right direction.
Looking to recruit an Internal Auditor for your team? That’s precisely our area of expertise. Simply get in touch with us to find out how we can help you.
VP Deutsche Bank
AVP Morgan Stanley
AVP Goldman Sachs
AVP Deutsche Bank
Senior Manager Mazars