How to Attract and Retain the Best Employees in a Booming Job Market

Any company’s success is strongly linked to the quality of its employees. And it is no secret that recruiting and retaining top talent is critical for that success to happen. Nevertheless, this is easier said than done, and most HR departments are fully aware of this fact. 

So, with that being said, here are some of the most effective ways on how to first attract and then retain top talent in a highly-competitive job market. 

Raising Awareness

The first thing you need to take into consideration is just how much the potential future employees are exposed to your brand. And even if they are, you also need to give them the necessary information about what you are about, what technology you are using, as well as the size of your organization, among other such details. 

Start by using different channels to reach out to job candidates, but keep in mind such factors as generational differences, personal preferences, and whether people are looking for a job or not. Hosting or attending job fairs on college campuses is an excellent way to raise awareness and build relationships with potential employees early on. Online job boards, even newspaper advertising, social media, and employee referrals are equally as important.  

Clear Communication

Make it a quick and easy process for job seekers to get all the necessary details about your job openings. Your job ads should be compelling enough to persuade people to want to learn more. Offer them a link to a landing page where they can get all the information they need. Highlight how new employees can learn, grow, and make an impact in your organization.

Focus on What Matters

Millennials, in particular, are eager to advance their careers. Statistics show that 59% of employees joined companies because they offered better career paths and more opportunity. Likewise, 45% of those who left their jobs, cited a lack of advancement opportunity as the main reason for doing so. Employees that don’t believe they can achieve their career goals in your organization are between 12 and 30 times more likely to leave. 

Job seekers highly praise perks and benefits such as paid time off (PTO), flexibility (telecommuting or flexible schedules), and other such examples of a good work-life balance. You should not ignore retirement benefits and excellent employer-provided health insurance. 

Employee Retention

In a 2015 SHRM survey, it was shown that 83% of employees said that career advancement is highly relevant, but only 20% said that they were satisfied with their current condition. What’s more, 78% said that a clear career path would compel them to remain. 

Right from the start, you need to tell job candidates about what promotion opportunities are available and try to figure out what exactly drives that person and what projects they express interest. If there’s a matter of relocation, highlight what opportunities your area has to offer. 

Ensure employee retention by increasing internal mobility. Make your employees feel crucial to success by promoting from within, wherever possible. Do not neglect any training or learning programs either as these will make your employees more engaged and eager. 

Conclusion

Take your time in learning more about your job candidates, their wants, and needs, as well as their plans for the future. Help them understand your company culture and make them feel part of the group as fast as possible. Keep your employees in the loop and connect with them on a more personal level.