Illustration by Tyler Watson
THE SHIFTING LANDSCAPE OF RECRUITING + RETAINING EMPLOYEES
We live in a world filled with Glassdoor reviews, where employees have instant access to company rumors and financials through the internet. As these networks of information grow, employers will face increasing pressure for honesty and transparency across all facets of their businesses. Talent is now looking for workplaces that provide more than just a paycheck. They are looking for environments that reflect their values and foster personal growth.
Employers need to realize that their greatest brand ambassadors are their employees. Just as the customer now holds most of the power in the buying process, candidates and employees are in the same position in the employment process. Hiring managers and internal teams responsible for fostering employer brand must consider recruiting and retaining talent more than ever before.
Realize that EX is the New CX
The next area for competitive differentiation after the rise of Customer Experience (CX) is Employee Experience (EX). EX is more than Employer Branding, it is the sum of everything an employee experiences, every employee interaction from the first contact as a potential recruit to post-employment as an alumnus. The answer requires bringing together the best of corporate communications: storytelling, creativity, and audience targeting; with the best of HR: recruiting, talent management, employee engagement, and training. Combining this with a focus on alumni relations helps employers develop a positive reputation that helps engage and retain talented individuals.
Remove Barriers With Technology
The topic of diversity is now firmly in the spotlight. Studies continue to show that diversity is an immense asset that results in stronger financial performance. That said, humans are naturally biased and we tend to favor people who resemble us, which hampers diversity when it comes to recruitment and retention. To remove natural bias, organizations can now look to third-party digital platforms, such as blind recruiting apps, AI hiring processes, and VR engagement tools as an entry point to diversify and connect teams. These digital tools can help brands that want to advance their social impact and fuel innovation with more diverse teams.
Break the Pipeline
Brands now need to consider all channels for recruitment and retention. Social media, traditional advertising, and advocacy networks are all vehicles to push employee experience content out, as well as pull in talent. Additionally, companies should consider their own internal pipeline and view retraining as the new recruiting. To future-proof the workforce, brands need to regularly assess the skills needed for each role. This can help create blueprints for education and advancement to source and reassign internally.
To stay relevant and respected by talent, employers must be able to answer what differentiates their employee experience from the competition, and ensure that their values and promise to employees are experienced throughout the journey from recruitment to retirement. With a world of opportunity open to top performers and more channels for discourse than ever before, employers must be mindful of what their recruitment and retainment practices are telegraphing about their brand.