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Competing for top talent: From company culture to career development

Advice | Talent | Development | Recruitment

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When you’re looking to hire, the job doesn’t stop when your recruitment partner presents you with a list of appropriate applicants. In fact, this is actually where your work can really start.

If you’re looking to boost the ranks of your management team or searching for a highly skilled individual to add value to your accounting department, for example, then you need to ensure you’re making your company as competitive as possible. In the current job market, candidates wield a great deal of power, often fielding a number of offers from various companies.

In order to market your firm as more attractive than others, you need to focus on your employer branding. It’s vital that your firm places enough value on making itself more appealing to candidates to secure the interest of top talent.

Company culture

When it comes to company culture, businesses have a great deal of control. A strong culture can originate from an equally strong mission statement, or the values the organisation holds. According to customer engagement automation platform Kissmetrics, it’s important for employees to know the values of the company.

Company culture can come from the top down. Strong leaders can ensure they are passing down the right values to their teams, which can help companies to fully embrace a culture. Writing in Forbes, Todd McKinnon, chief executive of Okta, said: “Culture is shaped mostly by how your leaders act, so make sure your leadership team embodies the type of company you want to be.”

Company culture can be the difference between your top choice candidate choosing your firm or a rival. If you can boast a strong company culture, which comes from well thought-out values and what the company wants to represent, it will stand you in good stead over competitors that have a loosely defined culture.

Benefits

The right benefits could encourage a top quality candidate to apply to your firm over another. However, they need to be appropriate to the organisation and the position being filled. For example, there might be little point in offering bean bag chairs and a video game station to an accounting department, but a higher than average pension contribution might be highly valued.

Consider your current workforce and what they would most appreciate. It might be beneficial to ask for their opinions in order to gain an insight into what is really prized among your workforce. Once this is established, you can work out what potential candidates might prefer in a benefits package.

Offering the right work perks will ensure that candidates are given plenty to think about when it comes to evaluating job offers.

Development

Today, employees aren’t just looking for a great salary, but career development and training too. This is especially true of younger workers. According to the Harvard Business Review, millennial workers “want to feel deeply committed to their role and to work for a manager who will invest in their development”.

Offering this to candidates will give your company an advantage when it comes to prospective employees. It won’t just benefit your workforce - training and development will likely result in productivity gains within your organisation.

Asking interviewees about their future plans and career goals will help you to develop a personalised training scheme for them - something your competitors might not do. If you can show that your firm is committed to a candidate’s development, you will certainly be boosting its appeal in their eyes.


Posted by Jon Aspinell on 19th October 2017

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