If you’re a business owner or HR professional, you’ve been struggling with a big challenge for a few years now: filling open positions during a worldwide labor shortage.
While we all know that competitive salaries and benefits are important, when a potential employee is given the choice between two similar offers, other factors will come into play.
This is where you can really differentiate your business. Your company can become more attractive to talent when you invest in a unique culture, communicate a clear employee value proposition and provide opportunities for career growth and development.
Corporate culture is one of the easiest and most valuable ways to distinguish your company from the pack. We choose companies that share our values and working preferences. The more people your culture appeals to, the better your chances of attracting top candidates.
Remember: other companies are investing time and resources developing their culture to make it more appealing - and they are competing with you for candidates.
Culture is about living your company’s mission, vision and values. So how do you create a great company culture?
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Your employee value proposition explains what your business offers employees and communicates why that value is unique. It describes the unique value that your company offers to employees.
Employees are looking for meaningful work, competitive compensation, growth opportunities, positive work environments and healthy and productive relationships within the company. A great employee value proposition will communicate how your company provides these things.
Studies from Gartner indicate that organizations that deliver on the promise of their value propositions can decrease employee turnover by 70%.
How much are you invested in training and developing your employees? Many companies offer tuition reimbursement, ongoing training opportunities, job shadowing and apprenticeships to new hires. This means candidates aren’t just “giving” over their expertise to a company but also “getting” something back besides a salary: training and development that they would have had to pursue on their own otherwise.
Here are some additional growth opportunities to consider offering:
In this increasingly competitive hiring market, there’s no time like the present to start a recruitment marketing strategy. Investments in recruitment marketing aren’t just about filling today’s hot jobs, but setting your company up for a strong workforce into the future. Contact us to get started.