According to McKinsey, superior talent is eight times more productive than merely average workers. Or, as the late Steve Jobs of Apple famously said, “Go after the cream of the cream. A small team of A+ players can run circles around a giant team of B and C players.”
In the aftermath of COVID-19, organizations are having difficulty retaining staffers and attracting top talent. Now, more than at any time in recent memory, it’s an employee’s market. HR leaders should think about implementing the following strategies to become recognized by highly selective workers as a place worthy of their time and talent.
Bet everything on employee experience
According to the US Bureau of Labor Statistics, 4 million Americans quit their jobs in July 2021. HR leaders need to create an organizational culture that goes beyond core functions like compensation and perks to counter what’s become known as the Great Resignation. Attracting top talent starts with creating a sense of belonging.
An employee-focused culture can be catalyzed with an employee experience platform that enables HR departments to keep the lines of communication open. Incorporating features that make it easy to stay in constant contact on an organizational or department level will drive home the point that every staffer’s opinion is valuable.
The stars an HR team is trying to attract are carefully looking to join a team that puts a premium on creating meaningful relationships that will enhance the sense of common cause. And it all starts with communication.
1. Let’s get flexible
Organizations that thrive tend to strike a healthy balance between people’s professional and personal lives. Attracting top talent becomes much more likely if HR facilitates an environment that allows people the option of occasionally, or even frequently, working from home. By empowering staffers to have greater control over their lives, an organization can convey a powerful message to its talent: we trust you to do your jobs any way you see fit. Such a vote of confidence is a major motivation boost.
To segway to a remote or hybrid working model, HR departments should consider using digital technologies that make it possible for staffers to forge bonds with colleagues from around the world. Nowadays, people can connect by way of online social activities based on common interests. As a result, flexibility can be optimized without sacrificing collaboration and overall teamwork.
2. You never get a second chance to make a first impression
A survey conducted by Careerbuilder and Silkroad Technology found that approximately 10% of new joiners leave an organization because of a poor onboarding experience. Done right, onboarding can effectively acclimate new staffers to their roles, their organization’s philosophy, and the connection between them.
There are digital tools on the market that can turbocharge the onboarding experience. By automating and quickly customizing the process, HR teams can tailor workflows and tasks to the rapidly evolving needs of an increasingly diverse and global talent pool. Engaging new staffers on a personal level, even before their first official day of work, will greatly increase the likelihood that they will reciprocate HR’s commitment to them by committing to their new organization’s success.
And one important way that new joiners will show their appreciation is by telling their highly talented friends, peers, and relatives who may be looking for new career opportunities about their fantastic new employer.
3. Stand out from the crowd
There’s a reason why ‘brand’ is on everyone’s lips these days: 72% of HR leaders around the world agree that a strong brand identity has a significant impact on hiring. Especially in a remote and hybrid working model where many staffers run the risk of feeling disconnected, developing a strong brand is a compelling way to convey an organization’s unique culture and values.
HR can clearly communicate an organization’s brand by way of emails, newsletters, and social media. While colors, logo, and swag are components of an effective brand, attracting top talent ultimately comes down to developing a feel and tone of voice that prospective employees want to join.
4. Help them reach new professional heights
Here’s a mind-blowing statistic: career development has been the top cause of employee turnover for 10 straight years. In response, a specialized HR function has been developed, learning and development, that allows staffers to make their professional lives more fulfilling and meaningful.
HR leaders who prioritize learning and development as part of the employee experience are bound to attract top talent driven by a desire to acquire the essential skills needed to thrive in the evolving work world.
There are specialized HR-related technologies that can be used to celebrate employee professional achievements and milestones. These kinds of features reinforce staffers’ belief that an organization is committed to their growth.
It’s so worth it: benefits of attracting top talent
While some of the above ideas for attracting top talent may take time to put into practice, the long-term benefits are substantial: increased productivity, decreased hiring costs, and reduced employee burnout.
More importantly, however, adding the right new hire will significantly strengthen an organization’s culture and morale, which means a happier, healthier, and more supportive workplace.