by Nancy Owen, PHR
I often hear employers talking about today’s workforce and how the new entitled workers are hard to find and retain, let alone keep engaged. I see hundreds of articles on how to hire the right employees and lots of recruiting efforts to find good workers by recruiting through social media. I see employers participating in recruiting webinars and 
investigating what type of interviewing practices will capture the right fit.
But I rarely hear employers talking about or focusing on how their company can attract the new generation or why anyone would want to work for their organizations.
Consider asking yourself, “Why would someone want to work here?”
Take the employee exit interview, for example. Why would you want to concentrate your time and efforts on a terminated employee? You should already know why they are leaving. Instead, consider trying what some employers are doing: spend time asking active employees, “Why do you stay?”
Today more than ever the new generation of candidates is interviewing the company, instead of the company interviewing the candidate. The new workforce wants flexibility, remote work and cutting edge technology. They want to be heard and they want real time feedback.
So what have you done to make your company “employee attractable”? If you consider the cost of replacing employees, then the cost to make a few changes is not so bad in comparison. Understanding that you will be left behind if you do not change your mindset is a good place to start.
Here are a few things to consider as you set your goal on making your company attractive and drawing good candidates to your doorstep:
Do we empower our employees?: Trust your employees and teach your supervisors how to let go. Having leaders who know their employees’ abilities and who let them use those abilities is extremely important to the workforce. It allows them to feel like they are contributing and that they are a value to the organization. It provides employees with the confidence to work harder and achieve more on a daily basis.
Do we offer a career ladder?: Many employees do not want to stay in one job too long. That is why this new generation changes jobs every three years. Good employers give their employees the training and development that they want and need to gain more experience and move up the ladder. In many cases this helps keep your employees motivated to stay and thrive within your organization.
Do we have a work-life balance policy?: Today’s workers are responsible for much more than their job. It is important that companies do more to allow their employees to balance work and the other responsibilities in their lives. It is as simple as a flexible schedule, telecommuting polices or a few more PTO days.
Do we provide the tools needed to do the job successfully?: Top employers don’t leave their employees guessing when it comes to having the tools needed to get the job done successfully. Just as important, they make sure their people have all the information they need to do their jobs to the best of their abilities.
Do we recognize good work?: You need to recognize your employees for their hard work. It will boost their self-esteem and empower them to keep it up. Just a few short words of encouragement can make a big difference in the workplace. A pat on the back or a mention in a newsletter is all it takes to recognize and energize employees.
Do we hold our leaders accountable?: Leaders’ own attitudes, beliefs, and behaviors have powerful trickle-down effects on their employees. It is a known fact that employees stay with an organization because of their dedication to their boss, not the company. Leaders of great workplaces don’t just talk about it – they model it and continue to practice it.
Don’t be left behind! Strive to be a better company by taking a good look at your organization to discover what can be done to attract and keep top performers.
If you have any questions about improving your organization, send an email to us at HRHelpline@eastcoastrm.com. We look forward to helping you.
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