Know What it Takes to Attract and Retain Top Talent
Attracting and hiring the right candidate is one part of the battle–the other is keeping them.
The Great Resignation was a wake-up call for a lot of employers. People know what they want and are willing to leave good companies for better opportunities.
Companies invest a lot of time, money, and resources in their people, so the last thing you want is to see them walk out the door. And even though you can’t always prevent someone from leaving, focusing on these things can help you find and retain great talent.
Be a Champion of Diversity and Inclusion
Is your company making strides towards being more diverse and inclusive? And no, placing a blanket statement about Diversity, Equity, and Inclusion (DEI) isn’t enough. It needs to be reflected in your hiring at all levels within the company.
A survey by Indeed found that 55% of job seekers found it very or extremely important to work at a company prioritizing DEI. Having people from diverse backgrounds also benefits your company by boosting morale and productivity, and increasing creativity and innovation among teams.
Being inclusive means diversity in culture, ethnicity, gender and gender identification, physical ability, age, ethnicity, neurodiversity, religion…you get the point. Inclusivity is about accepting everyone, not just those who fit into your existing company mold.
Offer Your Employees Referral Incentives
Employee referral programs encourage employees to recruit qualified candidates from their network. Advertise job openings regularly and show your appreciation by rewarding employees with monetary bonuses, extra PTO days, or gift cards. Also, keep these programs fair by offering incentives to all employees within each department rather than limiting them to specific groups.
Hire Lower-Level Positions
Yes, you need experienced people on your staff. But you should also be open to hiring entry-level workers with little to no professional work experience. Is it more work to interview for these positions? Sometimes. Will they need more mentoring and training? Yes, of course. But with entry-level candidates comes enthusiasm, fresh ideas, and the desire to grow within a company.
The young, inexperienced worker you hire today has the potential to become a future leader in your company. They’re eager to dive right in and start learning and want the opportunity to advance within a company. With the right mentoring, entry-level employees will become valued members of their team.
Another benefit of entry-level positions is they are easier and less expensive to fill than higher-level roles. If you’re struggling to find talent, this could be the right solution.
Pay Competitive Salaries and Promote from Within
A 2022 Pew Research Study found that 63% of U.S. workers left their jobs because of low pay and no opportunities for advancement. The lesson here? Pay your people well and provide opportunities for growth. Employees shouldn’t have to hand in their notice to prompt you to offer them a pay increase or promotion. And honestly, some people find it insulting.
Prove that you see their worth before they have one foot–or in this case, both– out the door. Have regular conversations about pay and performance and create a growth plan (and stick to it) so they see the value in staying with your company.
A 2022 Pew Research Study found that 63% of U.S. workers left their jobs because of low pay and no opportunities for advancement.
Cultivate a Good Culture
Culture is everything! And no, we aren’t talking about free snacks, beer on tap, and swanky lounges with video games and a ping pong table. Are those types of perks nice? Sure. But that alone won’t create a good company culture.
Workplace culture is about treating employees well and creating a healthy, supportive work environment. Think of work/life balance instead of burning people out, being flexible when life stuff happens, and offering them opportunities to advance within the company.
Wrapping Things Up
Phew. That was a lot, we know. But there’s no need to feel overwhelmed. Talk to your hiring team and devise a plan to implement these tactics over a realistic timeline. Leverage the expertise of your fellow hiring managers to see how they approached each topic. Reach out to your network to see what is and isn’t working for them, and how they fixed the problem. And don’t forget–we’re here to help, too!
Pira Consulting’s account managers carry over a decade of IT staffing experience. We take a humanized approach to recruiting and focus on finding you the best candidates for the role. Our experts can also provide valuable feedback that helps you streamline your hiring processes.