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Is the Love Alive? 4 Questions to Gauge Your Employer Attractiveness

Is the Love Alive? 4 Questions to Gauge Your Employer Attractiveness In case you didn’t know – employees run the world. After years of employers ruling the roost, talent is now accepting suitors.    

Case in point – 75% of the fully employed workforce consider themselves passive candidates.1 This means they aren’t actively seeking a new role, but they are open to the possibility. Don’t be so sure your team members are sold on monogamy in your relationship. Before love affairs take a nose dive, ask yourself these 4 question to determine if you will remain attractive to current and future talent.  

1. How are you keeping the romance alive with your high potentials? 
Your adoring team members may be fully committed to their role but not fully committed to you. Don’t mistake their high performance for a promise of forever. It’s reported that 57% of companies believe the biggest reason employees stay in their role is because they are challenged and intrigued by their work.1“Seventy percent of learning happens from experience – those enriching projects, stretch assignments, and delegated responsibilities,” says Vicki Swisher, Senior Talent Development Consultant at IMPACT Group. “Providing opportunities for valuable on-the-job development is critical to both skill growth and employee engagement. This is what will keep them by your side.” 

Making investments to develop your talent is a win-win. You ensure a healthy leadership pipeline, and at the same time, you increase employee engagement. Development opportunities are a must. 

2. How will you charm new high potentials to join your team? 
Much focus is dedicated to attracting the right talent. This is key to ensure success for you and the candidate – since the right fit for your culture and your skill needs is essential. Your tried and true ways of sourcing talent might continue to work well this year, but there is another opportunity for attracting talent that shouldn’t be underplayed. Your company brand is a valuable hook to draw them in. 

“Employer brand is becoming increasingly important,” comments Vicki. “The strength of an employer’s brand has a direct effect on if you’re able to attract the right talent.” Forty percent of companies recognize that building a solid brand is a critical HR pressure1, and 59% of companies are investing more resources to make this happen.2 Your company’s values, drive, commitment, and reputation play a key part in this. 

3. Are team members setting you up with promising dates for open positions?
Employee referrals consistently rank as a top way for sourcing talent. A LinkedIn recruiting trends study shares, “referred employees have a longer tenure and higher job performance.”2 Vicki feels that obtaining quality employee referrals is much easier when your talent feels a strong, positive feeling toward the organization, the leadership team, and the company culture. 

What better way to find the right type for you than by a personal reference from someone who knows you inside and out. Is your office culture and day-to-day life something your employees are proud to share with others? Or have referrals been on the decline lately?

4. Are you actively ensuring relationships flourish?
Recognition and feedback are vital to any thriving relationship. Marcie Mueller, Vice President of Leadership & Development at IMPACT Group, points out, “Regular recognition goes a long way in keeping team members motivated and energized for the road ahead.” In an Harvard Business Review study of 1,400 millennials, feedback was a hot topic. “This group craves – and responds to – a good, positive mentor who encourages them. This makes all the difference in their success,” says Vicki. In fact, they want feedback 50% more than other employees. However, less than half think they get enough feedback from their managers. 3 They won’t know how much you love them unless you tell them – often.

“Great leaders know how to connect an employee’s contributions to the greater picture within the company. Be transparent about how and why the individual’s role is valuable to the organization,” says Marcie. The most engaged employees feel a strong connection between their role and the goals of the organization. “Getting your talent behind your company’s goals is only possible when they can describe how they personally contribute to those goals,” shares Vicki. 
Take an honest look at what you are currently doing and what you need to start doing to keep the spark going between you and your talent. It’s now or never, as 79% of employees plan to switch jobs AND employers soon.4 Don’t let a bad breakup blindside you!

1 “Support Departing Employees and Your Brand with Outplacement,” Aberdeen Group
2 Global Recruiting Trends 2016, LinkedIn Hiring Solutions Insights
3 “Millennials Want to Be Coached at Work,” Harvard Business Review
4 Talent Mobility & Hiring Insights
 
 

Contribution by Lauren Herring

Lauren Herring is the CEO of IMPACT Group. She propelled the company into a global career development leader. As a second-generation female business owner, Lauren is uniquely positioned to help future women leaders succeed. She is passionate about building a better world and helping people reach their career goals. Lauren serves on various boards like Boy Scouts, Washington University’s Women’s Leadership Forum, Connections to Success which helps people in the cycle of poverty gain economic independence and St. Louis Regional Chamber, which supports the economic growth of the St. Louis community.

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