How to attract the right people
Valentine’s Day is a time to reflect on relationships. We typically think of significant others, family, and friends this time of year, but, in a day and age when we spend almost as much time at the office as we do with our loved ones, consider this: a healthy workplace is essential to a happy life, and this starts with the relationship between employer and employee.
Being in the wrong job is like being with the wrong partner. It can be taxing and toxic to both parties involved. If people at work don’t feel connected to and supported by the business, they may begin to feel bitter and disgruntled. Unhappiness at work can trickle into other aspects of life, putting a strain on health and personal relationships. This effects employers too, as unhappy employees become less engaged in their roles it impacts performance, morale, and the bottom line. All of this can create a negative employee experience, influencing other employees and putting your employer brand at risk. Additionally, those employees who leave may share their frustrations with others, giving the wrong impression to potential candidates.
Relationships tend to fail because the people involved have opposing wants and needs. That’s where we come in. At ThirtyThree we help companies connect with people – the ones they currently employ and the ones they’d like to. We do this by codifying who the business is and what makes it different and special, and translating this into engaging marketing and communications strategies, designed to attract the right people. In simple terms, you can sort of look at it as career matchmaking.
So, is your business attracting and retaining the right people? Here are a few things to think about:
Are you being honest?
While it’s important to put your best foot forward in attracting talent, transparency is crucial. The more accurately the reality of the working environment is conveyed, the easier it is for potential candidates to self-select themselves in or out of the application process. An effective employer value proposition (EVP), based on research and consultation, will increase right-first-time hiring and reduce levels of attrition and the cost of replacement. So, while it might be tempting to make aspirational claims, it’s important to only make the promises you can keep.
Are you being self-centered?
In today’s competitive talent landscape, it is essential that your organization tells a compelling, well-rounded story that connects with your target audiences. Often times, businesses are too focused on the person specification (who the employer is looking for) and not enough on the employment proposition (what the business can offer). Candidates need to clearly understand what’s in it for them to join and stay with your business, as well as what’s expected of them in the role itself.
Are you being open?
Effective employer branding is about more than filling seats. Your workforce needs to be continually engaged to retain your top talent and motivate them to play a role in making the business perform better. People at work want to understand what’s happening within the business, where the organization is headed, and what role they play in making it happen. Communication is the key to getting everyone on board; the more transparent and consistent you can be, the better.
There’s no right or wrong when it comes to a job, but there is a right job and a wrong job for everybody. Investing in developing your employer brand and ensuring that it is communicated clearly and consistently throughout the employment lifecycle will allow you to attract the right people into your business. Creating a happier and more engaged workforce, improved morale, and increased business performance simply comes down to making the right matches.