It’s only natural that companies would strive to attract top talent. After all, an enterprise is only as strong as its employees, and in the absence of skilled team members, any business is going to have trouble thriving. However, this isn’t to say that you can simply throw job listings out there and expect talented individuals to respond. To draw their attention, you’ll need to offer perks and emphasize what makes your company a worthwhile place to work. So, if you’re aiming to recruit the best of the best, put the following pointers to good use.
Help Cover the Cost of Relocation
If you’re open to hiring people who live a fair distance from your base of operations, you’d do well to help cover the cost of relocation. For example, in addition to footing the bill for professional movers, you should also cover lodging costs until an employee has found a permanent residence. If you regularly hire team members who fail from other states, countries, cities, or townships, working with a company specializing in relocation services is likely to be a worthwhile partnership.
Offer Competitive Wages
It’s no secret that far too many modern jobs provide far too little in the way of compensation. Even with the cost of living increasing in virtually every area, salaries and wages have largely remained stagnant. Needless to say, this is far from sustainable. Given how much most employers expect from full-time, part-time, and contract workers, it’s only natural that job seekers would expect fair compensation.
So, before posting new job listings, make a point of researching how much other companies pay the people who occupy these positions. This will provide you with a general understanding of what’s considered fair – and what isn’t – concerning any positions you’re looking to fill. Having lofty expectations of your employees is only understandable if those workers are making enough to comfortably get by.
Provide Schedule Flexibility
The way people work has changed considerably over the past decade. Whereas reporting to a formal workplace for eight hours every weekday was once considered the norm, new technology, and a global pandemic have facilitated several changes to the traditional workday. For example, some companies have eased up on required office hours, opting instead to give individual employees a heightened degree of control over their schedules. As long as tasks are completed on time and deadlines are meticulously met, certain employers aren’t concerned with how much time workers spend behind their desks.
Such flexibility has proven particularly beneficial to parents and workers with other family-related responsibilities. In addition, it shows your employees that you respect them as people and understand that they have lives and obligations outside of their jobs.
Allow Employees to Work Remotely
As discussed in the previous section, schedule flexibility is regarded as a huge plus by many jobseekers – and remote work is the ultimate form of schedule flexibility. During the height of the COVID-19 pandemic, many employers and employees came to discover that remote work is a far more viable option than they once thought. Furthermore, while a fair number of employers were once convinced that allowing employees to work from home would inhibit productivity, the opposite is often true.
Remote work is ideal for parents, people with health issues, and individuals who do their best work in relaxed environments. For many of us, reporting to an office is the worst part of the work experience, with commutes being a close second. As such, by removing these two obstacles, employers can effectively decrease worker stress, foster productivity, generate employee loyalty and attract top talent. So, if you’ve shied away from remote work in the past, there’s no time like the present to change your tune and join the 21st century.
It’s hardly surprising that many companies regularly encounter recruitment issues. The fewer perks and enticements a company offers, the less attractive it’s liable to seem to potential applicants. Needless to say, if you’re not providing applicants with sufficient incentives, they’re likely to set their sights on more generous employers. Any company that’s looking to nip recruitment problems in the bud would do well to heed the advice outlined above.