While most business leaders understand the need for sales and marketing strategies that generate revenue, many fail to consider techniques for when they’re creating candidate attraction strategies for their business. Recruitment is a two way process – you need to sell your company/vacancy to prospective employees in the same way you expect them to sell their skills and achievements to you when applying for positions.
While trying to attract new employees to your organization, consider some of the below trends to boost application.
Marketing the Employee Experience to Attract New Employee:
Traditionally, human resources departments are responsible for posting job openings, conducting interviews, and hiring new employees based on how their talents meet the needs of the company. Other than a competitive salary and standard benefits, HR departments do not usually offer flashing lights and enticing recruitment perks. In the same way marketers map the customer experience, Organizations are mapping the employee experience, and they are helping employees plan for success within the company at every stage of their employment. Companies are using employee engagement and recognition programs as recruitment tools. Prospective employees can get a sense of what the company’s culture has to offer and have an idea of how their role will play a key part in individual and company success for years to come.
Ditching the One Size Fits All Approach to Recognition
In the past, organizations have used one-size-fits-all recognition programs that feel impersonal and out of touch with what employees really want. Employees want to be treated as more than just a number. Organizations have started to address the importance of genuine and authentic recognition. Understanding individual employees and their unique needs helps to understand what motivates them and keeps them engaged in their work. Many companies are preparing for Generation Z to enter the workforce. As the workplace shifts to now include four generations of employees in the workforce, it’s important for organizations to note that each employee at each stage of their career wants to be recognized in a way that is meaningful to them. All workers want recognition that is authentic and consistent. Companies are going above and beyond just saying, “good job” or “thank you” and are now giving employees the opportunity to be part of recognition programs that allow them to choose their own rewards. Points-based incentive programs enable employees to choose the experiences, gifts, and recognition items that suit their personality.
Using Employee Feedback to Boost Engagement and Loyalty
Now, more than ever, employers need to find ways to engage and build loyalty among their employee base. The ability to leave feedback and discuss ideas is becoming a workplace trend. Employees want to connect with company leaders and share information and criticism with them. Organizations are using employee feedback to build trust and strengthen relationships. Employee recognition programs featuring anonymous feedback modules allow employees to share their thoughts and ideas. Companies collect information and data about how employees are feeling, what policies they want to change or enforce, and even what ideas they have on making the workplace a better place — employers then use that information to make changes and implement new ways to improve the company’s culture. When their feedback is considered and acted on, employees feel respected and valued. Employees are empowered to contribute to the workplace and make it a happier, more successful place. These intrinsic rewards give them an incentive to remain dedicated and hard workers. Giving employees the opportunity to make an impact on their workplace improves helps them to stay engaged and excited about the work they are doing.