Source | EREMedia : By Jody Ordioni
Being an employer of choice means top applicants are eager to work for you, competitors envy your employees, and your most talented workers stay with your company for years and years. Given the competitive job market, combined with the new-normal Baby Boomer retirements and millennial job-hopping, this seems like a great item for the top of your New Year’s resolution list.
The bad news is that there are a lot of factors outside of your control. Employer of choice drivers include attributes like working in a great location, working for a company with great/prestigious name recognition and/or a #1 position in its market. But while we can’t all be Google (which gets checkmarks for all 3) the good news is that there are things you can do to create a culture that elevates your position as an employer of choice.
Here are some of them.
Become a culture of choice
Create meaningful and personalized employee experiences and rewards. Think about what matters to the people who matter most to your organization. If you don’t know, find out. According to the Jobvite Jobseeker Nation report compensation is more important to established professionals (ages 40-54) than millennials who greatly value the flexibility of working from home.
While you’re at it, start mapping your internal culture fit to the customer experience. Again, if you’re not sure what that is, find out from your marketing department. When Southwest Airlines committed to delivering customers to their final destinations with a smile, a joke or a song, the company made sure that joke-telling was part of the interview process and fun a part of the culture.
Socialize your talent brand
Having a clear, articulated talent brand that promotes your culture, employer brand, employer value proposition, and talent philosophy (how you manage talent) is only half the job. The other half is TBPR- Talent Branding Public Relations. The average person has 1 to 12 intimate contacts, 150 social contacts and 500 – 1,500 weak ties. That means that an employee population of 100 people could influence thousands on the merits of working for your organization. Make sure each employee not only has the information, but has contributed their thoughts on what makes your organization their employer of choice. (Don’t wait to read about it on Glassdoor.)
Focus on career development
A Gallup survey last year revealed that 87% of millennials said professional development or career growth opportunities were very important to them in a job. The article goes on to say, “Their strong desire for development is, perhaps, the greatest differentiator between them and all other generations in the workplace.” In 2015, this high-achieving, highly productive yet untethered generation became the largest generation in the US workforce. So becoming an employer of choice means making the most of the millennial’s time, skills and talents.