Attracting and retaining talent goes beyond a competitive salary and impressive clients. Work culture, career progression opportunities and family-friendly policies are important deciding factors when accepting a new position. Read below for other important things that our candidates are considering.
-· Leadership. Many junior candidates appreciate exposure to the company’s leadership. Not only does it serve as a motivational factor, contributing to an employee’s professional growth and satisfaction, but creates a more inclusive and collaborative work environment. This can also lead to more open communication, developing a platform for employees to express their ideas, concerns, and feedback. This makes their voices feel heard, bringing a sense of belonging and engagement among the company.
– Professional development and growth opportunities. These can be essential to employees, especially at the more junior end, and this could include investing in training programmes, skill development discussions, and clear career advancement pathways – this will demonstrate a commitment to the employee’s long-term success at the company.
– Healthy work-life balance. This is crucial, and companies that prioritise employee well-being, whether it be through a host of benefits, flexible work arrangements, and support programmes, contribute to a positive workplace culture, and a good retention rate. In many industries, remote and hybrid working is here to stay. This is why it is as important as ever to give this option to employees, as candidates will often not consider a 5 day in office role.
– DE&I. A company’s strong commitment to diversity, equality and inclusion enhances trust in leadership and reinforces a sense of justice and belonging within the workplace. Candidates understand that a diverse workforce encourages diversity of thought, leading to improved innovation and a competitive edge within the industry.
– Benefits. Offering a good host of benefits is a strategic investment for any company. It not only attracts and retains top tier talent, but also contributes to employee satisfaction, motivation, and overall organisational success. Some examples include health insurance, paid time off, retirement plans, wellness programs, flexible work arrangements, commuter benefits, employee recognition and rewards, sabbaticals and parental leave. It is important that this should also be updated and regularly reviewed to align with the evolving needs and preferences of employees.
– Regular reviews. Regular, or even monthly reviews, offer a consistent and structured approach to performance management. Regular feedback ensures that employees are on the right track, aligned with company goals, and supported in their career growth.
– Flexibility and family-friendly policies. Enhanced parental, fertility, and adoptive leave are crucial for employees starting families. Enhanced parental leave can range from 6 weeks to an impressive 5 months at full pay. A common offering is 12 weeks at full pay, followed by an additional 6-12 weeks at 50% pay. To further support working parents, childcare vouchers and flexible arrangements for school pick-ups are commonly provided.
