We’re just about two weeks into the new year, and at this point many of us have already made -- and broken! -- some of our New Year’s resolutions. But today, we’re here to give you three resolutions for healthy hiring that are worth keeping.
We are in the midst of a talent crisis, and attracting and recruiting talent is harder than ever. Employers are under increasing pressure to differentiate themselves and demonstrate value to candidates beyond a competitive salary. The tight labor market means that many of your prospective candidates are already employed at other organizations.
Attracting those candidates will be key to succeeding in 2020. Already-employed prospective candidates need to see what your organization offers beyond standard pay and benefits. Communicating employee culture and experience is critical to differentiating your organization and attracting the right fit.
Given the challenges talent managers are facing, it’s easy to get caught up in hectic hiring practices. Instead, embrace these three resolutions for healthy recruiting and hiring in the new decade.
Focus on Employer Branding
It’s important to be honest about your company culture. Not only is it a huge differentiator — after all, no two company cultures are alike — but it can also prevent problems with turnover. An employee who doesn’t “fit” well within your organizational culture is less likely to be happy and is significantly more likely to leave.
So how can you convey your culture to candidates? Their first impression of your organization is probably going to come from your career webpage. A landing page with photos or videos from company events is a good way to demonstrate your culture. This gives employees a better understanding of what it may be like to work for your organization. Additionally, in select circumstances, you may consider exposing a candidate to your culture at the interview stage. A tour of the facility can demonstrate little perks like casual dress codes or well-stocked kitchens.
Be Honest About What You Can Offer
Your organization is unique. It’s a good idea to outline what differentiates you from other businesses from the beginning of your relationship with a candidate. For example, if you’re a small business or you can’t offer a huge salary, consider including a salary range for your available positions. If the position will require night or weekend work, be upfront about those expectations.
Candidates will appreciate your honesty. It’s better to lose someone upfront than to carry them through the process only to reveal a deal-breaking detail at the end. Respect candidates’ time — and your own — and be honest about potential deal breakers. Additionally, this transparency contributes to your employer brand. It demonstrates your willingness to meet candidate needs and your honesty when you can’t.
Demonstrate Benefits Beyond Salary
In a tight labor market, employers have to offer more than just a competitive salary to attract new talent. Benefits such as flexible paid time off, remote work opportunities, excellent insurance and room for growth offer a better quality of life than simply offering a candidate more money. Most employees with children would rather work for an employer that gives them flexibility when a child is sick than a workplace that offers more money but enforces strict working hours.
Understanding what candidates are looking for in an ideal job, whether it’s a low-deductible insurance plan or flexibility with paid leave, allows you to demonstrate your value. Differentiating your organization along these lines takes some of the pressure off of salary as the main attractor and plants the seeds for a loyal workforce.