Retaining the best talent is one of the most important parts of the recruiting and hiring process. It’s important to be able to attract qualified talent; however, you want to make sure they’ll stay and support your business. This is particularly true for quality IT employees – advancing technology often means there are more job openings than there are qualified applicants. Here are the most important things to consider when working on your retainment strategy.
Salary: What you pay matters. It’s important to make sure that your salary ranges are competitive within the industry and they are regularly reviewed to adjust for cost of living and performance raises.
Employee Engagement: Employees want to stay with businesses who they think are invested in them and care about them as people. Engaged employees are productive, committed employees. What works for engaging employees will vary, but some company initiatives might include a company-wide monthly lunch that updates everyone on the business, paid time off for team volunteering or after-work happy hours. Anything that shows your company is committed to communication and employee well-being in and out of the workplace.
Culture and Environment: It’s important to cultivate the kind of culture and physical environment you know employees want to work in. This doesn’t necessarily mean having a ping-pong room and a zen cave, but getting creative with ways to make work a more engaging place to be can be a good retention strategy. Not every company can afford a slick facility with a gym and spa, but what about a stipend for group exercise classes or monthly on-site yoga? What about offering standing desks for employees to stretch their legs and break up the day in a cubicle? Small changes and perks can make a big difference.
Your talent makes up the foundation of your business and is critical to your success. It pays off to have a retention strategy that will keep your people with you as your business grows and changes.
If you need help attracting and recruiting the best talent – and want some time back to focus on your retention strategy – give us a call today.
Employees often have several deciding factors when weighing their decision about accepting a new position – salary, benefits and commute all rank pretty high on most candidate’s list of priorities. Another factor that’s rising in the ranks of important perks is flexibility. Employees are now more than ever attached to their phones and laptops outside of the office, meaning the boundaries between work and personal lives are often blurred. Having a work-life balance that supports the ability to take time off when needed or work outside the office can be seen as big benefits to potential employees.
Remote work has grown exponentially over the last decade, and more employees are expecting some work-from-home opportunities or flextime in their positions. Offering the option to work remotely either part or all the time is an attractive benefit that could draw in more candidates. This kind of flexibility is also linked to higher productivity and greater employee loyalty. Employers often think they need to have employees in the office to get the most work done or they risk employees slacking off; however, many people thrive when given autonomy, and the tools of today’s workforce mean collaboration is still possible even when teams are geographically dispersed.
Allowing remote workers also means that you grow your talent pool by removing geographic boundaries – if you allow people to work from anywhere, you won’t be limited to only the best talent in your area, but you’ll be open to the best talent from anywhere.
The beauty of the tech industry is the infrastructure and programs exist to help support a remote workforce. Help desk employees can work off-site and use technology that allows them to access a server or desktop remotely, programmers can code at home and cloud-based technology allows many employees – IT or otherwise – to manage their files and workload from places other than at a desk full time.
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The IT talent market continues to be a competitive field from which to draw candidates. There are lots of businesses with open IT positions that are vying for candidates, and many hiring managers are finding creative ways to find and recruit talent. Sometimes improving your recruiting strategy means paying attention to trends and being willing to divert from the same old things. Here are some hiring tactics to consider for your talent search in 2019.
Treat Your Company or Department Like an Employee-Facing Brand:
Brands need to market themselves as a solution to whatever problems a customer might be facing and build a reputation of excellence. Employers and hiring managers need to take the same approach with talent. Why would someone want to work for you? It’s about more than just perks and pays – candidates want to know they’re part of something bigger than themselves and the work they do matters. Use your LinkedIn platform as a way to showcase interesting projects your company has worked on, partnerships with other brands, innovative designs, and developments in progress, or awards your company or department has received.
Encourage Employee Referrals:
Chances are, if you have employees working for you, you value their work ethic, skills, and experience – and maybe they have some friends or peers who are similarly motivated or talented. Current employees can be one of your best resources for finding new talent. Encourage your employees to pass on the resumes or contact info of other qualified candidates they know; some companies incentivize this recruitment effort with contests or bonuses, but when you’ve built a great culture, most employees are happy to spread the word about the great place they work and want to help their organization continue to grow and thrive.
Recruiting isn’t just placing an ad on a job board or going to a job fair and waiting passively for candidates to stumble upon your business. You can take steps to connect with candidates and make your team a place where people are excited to come to you.
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If you’re looking for help finding the best IT talent, contact ustoday. Our expertise and candidate network can help you find the right fit for your team in 2019 and beyond.