Ask the Experts

Saskatchewan is facing a labour shortage making the prospects of hiring and retaining talent challenging. It is vital that employers are aware of what job seekers are looking for and what can set their organizations apart. These experts dive deep and have provided the inside scoop on how to recruit and retain talent in todays difficult climate.

While employers are focus on potential candidate for a position. It is equally important to highlight that Job seekers are also keeping an eye on things to what they would consider a perfect and ideal employer. More and more these days, jobseekers are not only focusing on the monetary value that they would get from a prospective employer. Quite often jobseekers would do their due diligence in finding as much information as they can even before clicking the submit button to apply for a specific position. I would like to highlight two important and critical items that candidate looks for in an employer:

What has been the greatest motivator for a candidate to commit to an employer is a n environment where they can see an opportunity to learn, grow and develop both personally and professionally. Companies that have transparent and clear policy about opportunities for growth and development makes a company appealing. A potential growth for the employees makes a positive environment and increases morale making the workplace a desirable place to be. Candidates are generally drawn and attracted to employers who are willing to make a meaningful investment in their employees.

Job seekers are gravitating towards employers who make every effort to ensure that their employees can make a meaningful life outside of the work environment. There have been many studies and research done in the past that overloading employees with responsibilities that tend to clutter their days and nights with work activities produces in burnt out and stress. The employer has the responsibility to manage employees’ expectations. A clear and precise job description of duties and responsibilities perhaps might be a good way to alleviate the stress and confusion. Creating a work-life balance makes happy employees and thereby creating the positive environment which makes a place desirable to work for.

If any employers can highlight these two things and incorporate in their company profile would reduce the turnover and create retention of happy and satisfied employees.

We all know that to be deemed having competitive edge is a mere fact that a company has an advantage over its competitors. The real question is how an employer gains this competitive edge over the others. What are some of the approaches they can take to get there?

1. Employer Branding. It is vitally important to have a brand that will stand out. This may include creating a clear and executable strategies to make the employer or the company visible. Emphasize on the actual perks of an organization that matches the goals and values of the business. In a sense, this is like a marketing strategy. It Arlene Ruiz, Owner Alexene Immigration & Employment Services Inc. is how well you would communicate to the people what makes your organization so unique and so different and desirable to work for. You can touch on company benefits, how well the company integrate in the community, provide information on career development opportunities. Branding is a form of educating!

2. Invest in People. We all know that the key to a business success is to invest in people. If you look at businesses who have clearly displayed progress and sustainability even with the pandemic, one may ask, why are others thriving and why are others not. I see more company now taking a chance on employing internationally trained candidates. While most are afraid to gamble on employing those lacking the “Canadian experience” in their credentials, it would be a perfect example of investing in people. Quiet often, these types of people can bring in sophisticated, fresh, and innovative ideas that can help boost growth of a business. Another great way to do is to allocate resources on additional training. It’s been proven that employees who sees an opportunity for growth and development has the likelihood of staying with the company.

Based on my exposure to many different candidates looking for opportunities in our marketplace, there definitely are some themes that become evident in terms of priorities for them in their job search. They want to join an organization that is has a great reputation and is secure in terms of where their business is at and can clearly articulate their plans for future growth. Candidates want to join a team where they can stay for the long term, and where their goals are aligned with that of the organizations. Equally as important is culture. In this reshuffle we are experiencing, candidates are looking for a workplace that offers a move towards work/ life blending, work from home options, flexibility, and trust. A competitive salary is of course the icing on the cake. In terms of being competitive in our market, there are many different things employers can do to attract and retain top talent. Focusing on culture would be most important (especially now) and will be a game changer for organizations that are willing to offer the flexibility previously discussed. A culture of inclusiveness where employees can have a voice and are trusted will go a long way. Some companies are reluctant to let go of some of the control, but if you encourage an atmosphere of ‘earned flexibility’ and of accountability, you might be very surprised and impressed by the outputs. Pay great employees and pay them well. Know your market and try to stay just slightly above the curve. Never forget to tell your team how much you value them and remind them how important they are to the success of the organization. An easy thing to do, but often gets overlooked.

To stay competitive, offering the bare minimum may not be an option. For further information on the topic, read my blog, “Employers, Have You Changed Your Ways Yet?”

How we recruit and retain staff is changing and employers need to keep up with the demands of employees. The top two things that I believe job seekers are looking for are:

1. A reputable, respectful employer with an employee centric culture. Employees want to love where they work and will look for employers who care. They don’t want to be a “number” but want to have direct impact in their roles and to feel valued.

2. A very good compensation package. To be more specific, it is not just about the money but what else is offered. People are looking for flexibility, opportunity for growth, professional development, strong benefit package and RRSP (or similar) plan. The package must be all encompassing. To be the employer of choice, you need to pay attention to what people are saying about you! In fact, most people would not apply for a job (or stay with a company) that has a bad reputation among former employees or the public. The way you tell your corporate story (your marketing) and how you treat your employees must be one and the same – you are going to talk the talk, then you must walk the walk. For more on this topic, check out my blog, “Your Employer Brand —What is it and why it is more important than ever?” www.essencetalent.ca

Hanif Hemani, Owner, Express Employment Professionals

Jill Sauter, Owner, Jill Sauter Marketing & Communications

Now, the “balance of power” lies with job seeker and not employers. While there more “eligible” candidates in the workforce, than in recent history, many have chosen not to apply. The number of job seekers is lower than pre-pandemic levels. This really is putting a “squeeze” on hiring. While there are numerous reasons for this, the question is, what are they looking for? The answer is not simple. However, If I had to choose 2 key factors, I would say “Total Compensation” and “Flexibility” to best meet the job seeker individual needs.

In the age of social media, I feel that one of the best strategies that employers can engage in is one where they leverage current assets to showcase a “killer” culture. What is the secret weapon on this “War on Talent?” Easy, their current employees. Happy & engaged employees often will recruit their friends, and often will comment on a company’s reputation, values, and vision. they are your ambassadors of the message: “We treat you as an individual,” “We are proud to offer unique options that meet your needs,” “We are a great place to work,” and “You have a future here.” Job seekers are looking for jobs that are meaningful. They want to know that the work they are doing will make a positive impact for customers. If employers want to hire employees for the longterm, they should paint a picture of the career that the job could lead to. Employees are looking for companies that have their future in mind.

Some businesses are known as great places to work while others are not – that reputation is an employer’s ‘brand’. More people will apply for jobs and will stay in the job longer if the company has a reputation for caring for their employees. Smart employers understand the brand they currently have and working strategically to make it more appealing to job seekers. This is hard work, but the dividends are worth the effort. Companies with a positive brand image attract more and better candidates. They can also cut their recruiting costs if current employees speak highly of the company when talking to friends and family.

www.jillsauter.com

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