In today’s recruiting market, it’s becoming harder and harder to get and keep top talent. But if you’ve got what candidates want, they’ll not only come to work for you, they’ll stay.
Plenty of research has been done on what employees are looking for in a job, career and employer. And time and time again, there are a couple of key decision making factors that keep rising to the top. Nail these two things and you’ll have talent filling your organization— and lining up outside your door.
1.) Create an exceptional company culture
It seems you can’t go two seconds without seeing some headline about what generation fill-in-the-blank wants at work and how you need to give it to them. But it’s not just a segment of workers who want to be working in organizations with amazing culture. It’s all of them.
Today’s job seekers are looking for positions within organizations that reflect the essence of who they are, not just as employees, but as individuals: their values, their ethics, their spirit. They know they’re going to be investing a lot of time and energy into what they do, and they want their respective worlds to be in alignment.
To be a successful business, you need to attract the kinds of candidates who can take you to the next level. Good employees have the right skill sets. Exceptional employees are excited about your organizational vision and dedicated to helping you achieve it. The kind of company culture you create will dictate the kind of talent you attract and retain.
- Build a fantastic culture and you will naturally draw fantastic people in.
- Tolerate a toxic culture and toxic employees will be the order of the day.
If your organizational culture needs some work, it’s worth your while to invest the time, money, and resources to rebuild it. Once it’s where you want it to be, you can let your happy, engaged employees be your best advocates— and your secret recruiting weapon.
2.) Offer attractive compensation and benefits
And just when you thought investing in culture was enough!
It’s true that some employees will sacrifice salary for a positive work environment, career growth opportunities, or doing something they love. But at the end of the day, culture and passion won’t pay the rent. It’s not enough for your employees to merely survive. They need to be able to thrive. Do the research and make sure you’re compensating your team adequately.
- What is the cost of living in your area?
- Is affordable housing available nearby?
- Are there other, more lucrative companies or cities you’re competing with?
You may not be taking these things into account, but your current and future employees are.
If salary budgets are fixed, think about what “extras” you can offer to lighten your team’s financial burden:
- 401(k) plans
- Flexible schedules
- Remote work options
- Car/phone/technology allowance
- Student loan repayment programs
- Parental leave and childcare assistance
- Medical/dental/vision/disability insurance
- Wellness perks and discounts (gym memberships, etc.)
- Recognition programs and performance-based bonuses
When it comes to compensation, there’s no one right answer. Your business, your industry, and your market are all unique. The key is to make sure that your employees feel valued— and that they can actually afford to stick around.
Employers who think outside the lines when it comes to organizational culture and compensation packages will have an edge when it comes to employee recruitment and retention. Why not be one of them?
Building an organization your current and future employees will be excited to be a part of is the best place to start.
Tired of working with insurance salespeople who only think one year at a time? Wonder what it would be like to have a broker who looks beyond your annual policy? At Raffa Financial, we’ll provide a corporate employee benefits strategy to help you achieve your long-term vision. Get in touch to find out how.
Photo by MASAHIRO NAKANO