The market today is driven by candidates who have the freedom to choose where they work and who they work for. With employers constantly competing for the attention of these top performers with endless options, it’s understandable that they get snapped up so quickly. So, what can you do to stand out as an employer of choice and retain your top talent? You need to outshine other employers by showing potential employees your unique company culture, internal rewards, and giving them an unforgettable hiring experience. Read on to find out how you can do all of these things, and remain competitive in 2017.
Stay Competitive
Nowadays, salary packages and remuneration can vary for the same position, depending on the company size or industry. That means it’s important to pay a competitive salary if you’re looking to attract the best talent. However, although money is important, it’s not the only reason that employees stick around. Many employees are motivated by other factors outside of their salary, like company culture, the purpose of their work, and whether they’re appreciated in the workplace. If you’d like some market advice on Auckland IT salaries and remuneration packages, please get in touch with our specialist Recruiters.
Create a Positive Working Environment
Engaged employees are those who are the most productive and willing to go the extra mile, which is why they’re the most crucial part of your workforce. Many people derive job satisfaction from things like career progression, bonuses, and perks, but each person will be motivated by different factors, so it’s important to pay attention to this. Creating a positive and thriving environment is all about ensuring your values as a company are carried through into your everyday activity. From big initiatives like flexibility or individual rewards, right down to the little things like ensuring your team has the best tools and technology for the job, a positive work environment can do wonders for employee morale. It will also help to build your reputation as an employer, and your team will likely spread the word, helping top talent gravitate towards your company as they’ll see that you take good care of your people. If you’re not sure what an unhealthy work environment looks like, here are some warning signs to be aware of so you can improve on any key areas.
Be Flexible
Even though flexibility can present a number of opportunities for both employees and employers, some companies are still hesitant to embrace it. A global survey shows that 33% of employers don’t want to implement flexible working arrangements because they think it won’t fit their company culture, and 30% believe flexibility might cause friction between employees who don’t work flexibly. However, many employers have seen benefits from instituting flexible work initiatives. The same survey showed that 83% of companies who had implemented flexible working saw an increase in productivity and employee morale, 61% of employers saw a boost in profits, and 58% say their profile has been positively impacted.
If you decide that flexibility is right for your company, it can have a positive impact on both company morale and brand, as well as the bottom line. People being comfortable in their workplace is a big factor for job satisfaction, so providing the opportunity for people to work from a different location or to ease themselves back into the workplace when returning to work can increase happiness across the board. For employers, if flexibility means that more work is accomplished with less distractions, it can improve your business outcomes as well as help to attract talent. Of course, if you are considering flexible working, be sure to communicate this with your team and make sure the guidelines and arrangements are clear.
Promote Internally
To retain high performers and attract new ones, it’s important to have a mixture of financial and non-financial rewards to motivate your employees. Having these incentives in place can increase job satisfaction among employees, especially if they feel appreciated and valued for their contribution to your organisation. Financial rewards can include promotions, bonuses, and fringe benefits, whereas non-financial rewards can be focused on career-development. For instance, employees might have the chance to adapt new skills and technologies to improve within their role. Therefore, there should be a balance of both financial and non-financial rewards to cater to each employee based on their needs for development, and fulfilment in their role.
Have an Effective Hiring Process
When a candidate goes through the hiring process, it’s important to give them a memorable and positive experience. From the moment they apply for a role right down to a potential job offer, your candidate experience is a make or break factor in whether you are able to reel in top talent. Since you most likely don’t have the time to trawl through endless applications, getting in touch with a Recruiter means they can take care of the hiring process for you. A recruitment agency has a broad range of services, and they can handle everything from talent sourcing and screening to job marketing and salary negotiations.
The time that it takes to fill a role has slowed down in recent years, especially in the tech sector, which is why we work at a good speed to help you meet business requirements. By working with a Recruiter you’ll have access to a broad network of exclusive talent, of which only the best and most relevant will be presented to you. Ultimately, a Recruiter can make it easier for you to find a candidate with the right experience, skills, and cultural fit for your company. A strategic hiring process can result in a positive candidate experience, reduce turnover, and keep you competitive in the IT industry – as well as making it easier for you to engage highly skilled candidates.
Summary
Now that top IT talent has so many options to choose from, you need to show candidates why they should choose your company. To get highly skilled people on board, you need to promote yourself in an appealing and accurate way, and give them the incentive to apply for your role. Truly winning over top talent, does not come down to salary or compensation alone. You must try to find out what truly motivates them and demonstrate how you’re going to support those motivations both short and long-term. If you’re looking for a better idea to secure top talent, get in touch with our team today.