There are more jobs than candidates at the moment, that is putting the job seekers into the driving seat when applying for new positions. 

Salary, although a key component in the decision making is by no means the only factor in the contract between employer and employee. Employers must implement additional measures to make job opportunities seem more attractive to prospective candidates. The following are key areas which employers must get right is they are to attract the right calibre of candidates.

Work-life balance

Working from home has become a global phenomenon since Covid19.  With the massive improvement in communications technology, many professions found that they could perform their duties just as well from a desk at home from home, making them more reluctant to return to the office. A more hybrid form of employment has since emerged, whereby some days are spent working from home, and the rest are in the office. This gives the employees a much better work life balance.

Job perks

It’s the extras that make all the difference. Sometimes the smaller the perk, the more meaningful. Simple things like having your birthday off, half days on Fridays, having access to an employee discount scheme, signing up to an EAP Employee Assistance Programme – all these compound to ensure that your employees have the best array of hep and support possible.

Rewarding work

The average person spends 90,000 hours of their life at work so, understandably, you want to feel as though these hours are being put to good use. A fulfilled employee is a productive one. Making sure there is a structured, progressive path incorporating professional and personal development will help with employee satisfaction.

Opportunities to grow

If an employee see no opportunities to progress, they will be reluctant to apply for certain positions. This is especially true of younger people who are happy to start from the bottom and work their way up. The last thing that these people want is to be working in the same role five years after they started at the company.

Recognising and rewarding hard work

An employee might be there to do a job, that doesn’t mean that employee doesn’t want to receive some kind of recognition for the hours and effort they put in. This leads to feelings of discouragement that must be avoided at all costs. Incorporating a rewards policy and scheme through, for example, paid bonuses or extra paid holiday, will go a long way to making your employees feel appreciated.

A compatible and strong company culture

Establish your company culture and make it as enticing and attractive to your candidates as possible. Many companies are now focussing extensive marketing budgets on ensuring their working culture part of their overall brand. You want to be known as someone who values their employees, and this will entice a better quality of candidate to come forward.

Diversity and inclusion

Diversity and inclusion are key indicators that your company understands its corporate and social responsibility. A diverse workforce is also considered a strong one. Make sure that you have implemented a proactive and energetic diversity and inclusion policy that is rolled out across the entire organisation.

Leadership

A strong and focussed hierarchy will give your employees structure to learn, grow and develop professionally. Be focussed on ensuring that your company infrastructure gives space for participation and creativity within a structured and secure framework. A company with a strong leader is deemed a trustworthy one.

Use a reputable recruitment company

Using a reputable recruitment company for all your hiring needs will ensure that you have access to a constantly updated pool of skills and resources. BMS Performance will guide you through all the aspects of attracting the right candidates in this challenging market place.