Posted in:Talent Management
It may be surprising to some, but hiring activity is still happening despite COVID continuing to hamper markets. For those that are in a position to grow their teams, it is a great time since it is an employer’s market and top talent is more readily available.
Regardless of external market conditions, there are ways that an employer can always position themselves to attract the best people. Specifically, we are going to discuss the importance culture coupled with an excellent candidate experience and comprehensive onboarding program. We also want to point out the importance of a competitive rewards package to attracting the best talent.
Every company has their own identity that is shaped by a shared vision, mission, and values. These dimensions help to create a cohesive employer brand that helps job seekers identify different companies where they may choose to pursue employment opportunities. The more clarity you are able to provide to the labour market, the more you are to attract people who are more attuned to your culture and workplace.
Keep in mind, there will always be variation amongst each person on your team but a strong culture will allow you to more easily create bonds amongst people who are there for similar reasons and share an outlook that is relatable. It is much easier to manage these types of teams, because the greater cohesion allows for better collaboration that is natural, rather than manufactured.
The experience that you provide to the job seeker as they are trying to create a relationship with your company also makes a difference. If there is any discrepancy or misalignment between their initial assumptions and reality, it will cause a break in their perceptions that could lead them to abandoning employment opportunities with you. The thought of providing a positive candidate experience should not be overwhelming. It can be very simple as long as you pay attention to the details. The fact that you make a concerted effort to acknowledge their job interest and application in a timely manner is much appreciated. You may also choose to provide information on what they can expect from your recruitment and selection process, as well as details for how you make hiring decisions is useful. Even in the event that you do not hire everyone that shows an interest in your company, the last step of letting everyone know your decision can also help give closure. No one likes being left hanging in the dark, so close the whole process loop in your hiring activities. You may not hire a specific person on their first try, but the future is unpredictable and there may be an opportunity down the road to reconsider people for job openings. You want to ensure you didn’t burn your bridges with people who will go off to build their skills somewhere else. Karma can bite and they will possess the qualifications you need in the future, so be nice and take the few seconds to let them know your decision at the end of the hiring process.
Many business owners think that one day is sufficient to onboard a new employee where the main aim is to ensure all new hire paperwork is filled out. That is not the case at all. New Hire Orientation may be a handful of hours, but that component should be viewed as one part within the whole onboarding process and program. High caliber candidates want to know they are working with a top-notch team. It may take you several years to build that core team, but when you reach that point we would encourage you to share details of the work environment and team members so your newest employees know they are part of a stellar team. One suggestion is to allow existing employees to play different parts within the onboarding process. The earlier you start to create good working relationships amongst all of your team members, the more successful you will become.
We would also suggest that sufficient effort is placed into all communications given to the new employee, so they are equipped with the knowledge they need right from day one. As well, it is a good idea to ensure their workstation, service van, and locker is fully setup before their arrival. Typically, that will include adequate IT access, keys to doors and drawers, and basic work supplies. Again, it should be a continuation of their candidate experience during the recruitment and selection process. If onboarding is a completely different experience from their initial impressions and recruitment experience, you risk losing a star employee. Don’t risk it, prepare and empower yourself to build the best team of talented professionals.
Almost every company will claim they provide a competitive pay package, but that may not be true. This area is one where many businesses could make impactful improvements. There are many reasons for a rewards package to lose its competitive edge, but that will be a topic for another day. For employers who do have their ducks in a row with an updated compensation program, they can definitely use it to appeal to job seekers who care about being recognized for their contributions from both a monetary and non-monetary standpoint. Getting base pay right is a feat for many companies, but for those that have completed that step they can look at unique bonus, benefits, and perks for their team. By making that extra effort, you can separate yourself as a true employer of choice for career professionals.
Here to Help
If you need assistance crafting your employer brand, developing positive candidate experiences and onboarding programs, we can help. Honiva Consulting Ltd. can be reached for a free confidential consultation at +1-403-470-5350 or [email protected]
For further details on how Honiva can help you strengthen your company, please view our service offerings.