The working landscape has changed beyond all recognition in just a few short years, and employment empowerment is no longer just a concept, it’s a reality.
With Brexit leading to an enormous shortage in skilled staff, social media playing a major part in influencing mass behaviours, and Covid throwing normal working life on its head, employees are demanding more from their employers than ever before.
If we were in the property industry, we would say it’s a seller’s market – as rival businesses scramble for the best candidates, often offering up a myriad of benefits, incentive packages and training programmes to get them to sign on the dotted line.
The ‘jobs-for-life’ philosophy that saw workers stay loyal to one employer for decades has been replaced with a desire for ‘life-long learning’ – a chance to develop new skills and grow in confidence both professionally and personally with whichever company offers the best deal.
With that in mind, it is up to businesses to ensure they are one step ahead of the competition to firstly attract the best candidates – and then retain them.
In an era of social media domination, businesses have the chance to engage with more candidates than ever before. For example, well-presented social media profiles can be used as a virtual doorway to the business, showcasing a company’s culture and ethos which can enable them to attract the best potential employees.
And with Covid opening up the opportunity for staff to work remotely from anywhere, businesses can now broaden their target recruitment areas to a nationwide search.
Having access to a bigger recruitment pool than ever before is of course a bonus. But remember every other company has the same advantage – which is why your business needs to stand out from the rest.
Regardless of the changing working landscape, every business should remember that people are always their most important asset, and providing staff with the basics – such as an enhanced pension, comfortable facilities, parking provision, quality technology and reasonable working hours, is still key.
But these days more and more companies are feeling the benefits of going above and beyond the basics when it comes to staff recruitment and retention.
For example, inductions have moved on from the days of a brief office tour and quick system login guide. Companies can now be as creative as they like when it comes to welcoming new employees. From welcome packs to ‘buddy’ schemes, or a social event organised specially to mark their arrival, it’s important to take the time to really make your new recruit truly feel part of the team.
At Netflix, for example, new employees are given Bingo-style cards which get stamped each time they go for coffee or lunch with other colleagues and get a prize once it is completed.
Whatever your approach, a meaningful welcome and well thought out induction can be crucial for fostering positivity that will encourage loyalty, retention and productivity.
However, the work doesn’t stop when your candidates are recruited, with companies offering more in terms of incentives than ever before. Thinking above and beyond the basics can often make a job more attractive to workers than the salary itself.
The dawn of homeworking during the Covid pandemic has made people re-evaluate the balance of their life, with more now demanding a flexibility that would never have previously been possible.
If your company is intent on pursuing rigid office working hours and shift patterns, bear in mind that there will be others prepared to adjust working practices to accommodate the personal situations and preferences of their workforce – and that could be the thing that makes them decide who they would rather work for, and how much effort they put in.
While salary is not the be-all-and-end-all, money still talks – especially when the cost of living is soaring. And while your business may not always be able to compete with salaries offered by competitors, bonus schemes rewarding workers for their efficiency, punctuality or attendance, for example, can be a great incentive for workers to stay on board. And with companies like Amazon offering big cash incentives to attract workers – such as the £1,000 Christmas sign-up bonus for shop floor workers – you need to consistently prove to your staff that rewarding them for their work is not a one-hit wonder, but part of the culture.
The lines between work and home have been blurred over the past two years, and people are more keen than ever to develop both personally as well as professionally. Ensuring they are offered engaging and useful training programmes that enable them to fully succeed in their roles is a start, but going the extra mile to offer other courses that spark their interests such as languages, marketing or branding will inspire them to progress and grow with the company as both people and professionals – and in turn, not jump ship.
Additional incentives such as discounts on products, gym memberships, free refreshments, cycle to work schemes, additional free holiday days for birthdays, car allowances, social events, health and wellness programmes and awards schemes all also go some way to proving your company is the best choice.
To sum up, we all know that times and trends have changed when it comes to the world of work.
People want more – and there will always be businesses around that are willing to give it.
To attract, recruit and retain the best candidates, bosses need to keep pace with their demands.
