Small business owners are finding it challenging to hire personnel. With a record number of team members leaving throughout the United States, it’s more critical than ever to recruit the best applicants and offer them a reason to remain.
One-third of 2,000 small business employees polled by Homebase said they want to hunt for a new job in the coming year or two. The good news is that they also revealed their top ten priorities in the hunt. Keep these in mind as you attract great talent and engage your team.
Your company’s management
Today’s job searchers appreciate an excellent leader above all else, even money. Examine your existing management style to see how effective it is. Are you in regular contact with your colleagues? Do you establish clear goals for your staff and assist them in realistically achieving them?
Make sure you’re practicing the following abilities if you want to be a great leader:
- Planning for the future
- Linking the task to the objective of your firm
- Setting a good example
- Giving constructive criticism
- Collaboration is encouraged
- Knowing when to delegate is crucial
By reading our post on doing it well, you understand what it takes to manage your team like a boss. In addition, make sure to underline your dedication to excellent leadership in every job posting to attract more applicants.
It should be no surprise that one of the top objectives for employees is a reasonable compensation rate. Examine your present pay scale and compare it to comparable local industries. Are you paying your staff the proper amount of money?
According to NerdWallet, a decent rule of thumb is to devote 40 percent to 80 percent of your income to employee pay. You may also use the average pay rate comparison from the US Bureau of Labor Statistics to learn more about what employees in your region are paid based on their industry.
Job seekers will come into an interview with an idea of how much they want to make, so be willing to negotiate within a range if you encourage them to take the job.
Because today’s job searchers value relationships with coworkers, you must keep this in mind when you construct your team to satisfy your present and potential staff.
Concentrate on increasing staff camaraderie. You may begin by eliminating cutthroat internal rivalry and favoritism and supporting social events outside of work to encourage team bonding.
Let current workers know how your best prospects work so they can offer input on how they’ll fit into the team. This will establish trust and demonstrate to potential applicants that you are committed to maintaining a unified and happy work environment.
Flexible work hours
The COVID-19 epidemic has underlined the need for a better work/life balance for many employees. Allowing your employees to take care of their personal needs is a powerful perk that has been shown to boost retention. Flexible work hours can include the following:
Adjusted work arrival or departure times: Depending on their family schedules, employees can arrive early, leave early, or remain longer.
Employees might work four-day workweeks instead of five-day workweeks and yet complete the same amount of work.
Job-sharing entails two people sharing the responsibilities of one full-time employee. They both work part-time and split tasks in a way that satisfies their requirements.
Team members working from home can do so for an agreed-upon period.
Because not all flexible work methods are appropriate for every organization, selecting one that is right for you and your team is critical. Additionally, adopting an open-door culture where your staff isn’t hesitant to ask for a modified schedule one week or come in later to care for a personal problem will help with scheduling flexibility.
Employees desire more than simply flexibility; predictability is equally essential to them. A predictive scheduling system is required by law in certain states and towns. This implies that you supply staff with posted predictable work schedules ahead of time.
Predictive scheduling is simple with Homebase, owing to various features that simplify and effective planning. You may also contact your staff as soon as the schedule is published, providing them with as much warning as possible.
The corporate culture
Employees want to work in an environment where they are appreciated, valued, and involved. Retention is aided by promoting a strong corporate culture based on business ideals. When job seekers can see the environment when they walk in for an interview, they’ll be better able to determine if it’s the appropriate fit for them.
Focus on recognizing outstanding work, cultivating solid connections, and creating a feeling of transparency to assure trust among your staff to construct a great workplace culture.
Possibilities for learning and growth
Today’s job searchers aren’t simply searching for training for their current position; they also have long-term professional objectives. Your team will respect you for allowing them to develop the essential abilities to advance to the next level if you assist them in developing the necessary talents.
For additional information on delivering this valuable perk, see our post on creating an effective staff development program.
Environmental and sustainability commitment
Employees want to be passionate about the organization they work for. Being able to point to genuine efforts to reduce the firm’s environmental impact is one way. Starting with a few easy tasks can help:
- Wherever feasible, use sustainable goods.
- Benefit commuters who use public transportation
- Compost and recycle
- Make the switch to more energy-efficient utilities.
- Cooperate with eco-friendly businesses.
Remember to emphasize your efforts to maintain a clean and healthy environment in your job postings to attract more potential candidates.
An easy commute
Nobody wants to spend hours driving to and from work every day, so it’s no surprise that a short commute is a top concern for job seekers. Nonetheless, according to the US Census Bureau, the typical travel to work and back is more than 52 minutes.
Looking for new employees locally is your most excellent chance to provide this perk. Participate in local job fairs, ask current coworkers for references, or use job sites geared toward local prospects.
There are, nevertheless, techniques to avoid commuter fatigue. Allow employees to take advantage of flexible departure hours to avoid traffic, or, if possible, allow them to work from home a couple of days per week.
If you have the resources, providing health insurance to your employees is a terrific perk, and it’s something job seekers look for when looking for a new position. To discover more about your options, visit HealthCare.gov’s plan comparison website.
If you don’t have enough employees to fulfill insurance participation criteria, the Affordable Care Act’s Special Enrollment Period may still be an alternative. Check out this article on the program for more details.
Consider these variables to increase your chances of hiring the most outstanding team members that will be proud to work for your organization. Contact us to learn more about better taking care of your employees with benefits, better management, and more.