Make sure you are known as a great employer!
It’s not enough for just you and your staff to know you are a great employer – you need to let everyone know! Getting this message out there is one of the most important steps in ensuring you have the pick of the best candidates.
Review the key areas that will influence your organisation being recognised as an employer of choice. These will include your practices for retention, motivation, accountability, reward, recognition, promotion, involvement in company decision-making, and flexibility in allowing a healthy work-life balance.
Your goal is to have your employees talking about what a great employer you are – peer-to-peer communication like this will be far more effective than any corporate literature you produce.
Involve your employees in the hiring process
You have three opportunities to involve your employees in the hiring process:
- They can assist you in reviewing the CVs of potential candidates.
- They can help you interview people to assess their potential ‘fit’ within your company.
- Exiting employees can advise you on whether they believe a new recruit would be able to do their job.
Organisations that fail to make use of the knowledge which exists within their incumbent employees are underutilizing one of their most important assets. People who participate in the selection process are committed to helping the new employee succeed, creating a win-win situation for all parties.
Pay better than your competitors
It’s a fact: You do get what you pay for in the job market. With the assistance of Orbis Resourcing, survey local competitors and get a real insight into the compensation that people in your industry attract. You want to pay better than average to attract and keep the best candidates.
This may seem obvious, but in our experience, it’s certainly not unusual to hear employers discuss how to employ staff ‘as cheaply as possible’. It's bad practice and a false economy - sooner or later, anyone accepting a position for less than they’re worth will resent their pay scale, feel unappreciated, and leave.
Use your benefits to your advantage in recruiting employees
You can't be an employer of choice without offering a good benefits package that includes things like medical and dental insurance. Keep any benefits you offer to employees above the industry average, and add new benefits as you are able to. Be sure to educate employees about the value of any benefits you provide them with, so they fully appreciate how well they are being looked after.
Remember that employees value flexibility and the opportunity to balance work with other life responsibilities and interests. Increasingly, employees are looking for ‘menu-style’ benefit plans which allow them to balance their choices with those of a working spouse or partner. Flexible benefits packages are becoming more and more popular in today’s employment market.
Induction & orientation
Employers must understand that orientation isn't just a nice gesture, but serves as an important element in the recruitment and retention process.
Key purposes include:
- Reducing start-up costs - Proper orientation can help the employee get ‘up to speed’ much more quickly, thereby reducing the costs associated with learning the job.
- Reducing anxiety - Any new starter is likely to experience anxiety, and this can impede their ability to learn to do the job. Orientation will reduce anxiety levels and provide guidelines for behaviour and conduct, eliminating the stress of guesswork.
- Reducing employee turnover - Employee turnover increases as employees feel they are not valued, or are put in positions where they can't do their jobs. Orientation demonstrates that the organisation values the employee, and helps provide them with the tools necessary for succeeding in the job.
- Saving time for the line manager - The more thorough the initial orientation, the less likely it is that line managers and co-workers will have to spend time teaching the employee.
- Developing realistic job expectations, positive attitudes & job satisfaction - It is important that employees learn as soon as possible what is expected of them, and what to expect from others, in addition to learning about the values and attitudes of the organisation. While people can learn from experience, they may make mistakes which are unnecessary, and can be potentially damaging.
The main reasons why orientation programmes fail:
- The programme was not planned properly.
- The employee was unaware of the job requirements.
- The employee was not made to feel welcome.
Employee orientation is important, providing many benefits, and you can use feedback to make your orientations even better.