The job market is filled with interview tips for candidates. You will frequently find blogs that help you prepare for your desired role.
However, not many speak from an employee’s point of view. Companies out there are competing for the best talent. And which one the candidate decides to join depends on the package you offer.
An employee’s package is beyond just their salary. Other factors such as flexible rostering, non-monetary perks, work culture, and learning opportunities play a crucial role too.
If you want to attract the best talent to your organisation, keep going. Read ahead to find out the top three things candidates look for in a company!
1. A Balance Between Work and Life
Since the COVID-19 pandemic taught the world about work-from-home, employees have achieved a new perspective on balance. Everyone knows the ideal number of hours to get work done today. Anything above that may come off as overworking your employees.
With companies offering a 4-day work week, developing policies for positive work-life balance is essential.
Here is how you can offer work-life balance as an organisation-
- Offer a flexible leave policy
- Restrict working hours
- Allow mental health breaks
- Develop employee engagement activities at work
The above is an indicative list. With some more research, you can go one step further.
2. Recognising Efforts and Rewarding Achievements
Rewards and recognitions are core values that most companies today follow. However, outdated methods may not attract employees.
For example, offering a performance-linked bonus is standard practice now. It doesn’t help you stand out from the competition. You want to develop a rewards program that allows employees to feel appreciated.
Here are some areas you can work on-
- Employee grievance survey
- Referral programs
- Coupons and tickets
- Vacation prizes
- Personal hampers
- Education scholarship
- Sponsored learning resources
- ‘Get your XYZ to work’ day
When you chalk out your rewards program, think of what employees want. A superficial wall of fame doesn’t help them in the long run.
3. Flexible Schedules and Innovative Methods
Work-life today is beyond a desk job. You will find very few champions of the routine nine-to-five.
An extension of the work-life balance mentioned above is a flexible schedule. Candidates you interview are not looking for a routine, high-pressure, clock-work job. The modern candidate is looking to work on their clock.
Try adopting a ‘getting the job done’ attitude over a ‘get the job done on my hours.’ While rostering your employee’s schedules, perhaps considering their bandwidth would help. Another path to consider is using innovative tools and technology to save time and increase productivity.
Here are a few things you can do to enable flexible and innovative working hours-
- Analyse and Modify KRAs
- Consider a hybrid working model
- Allow for remote working
- Implement weekly targets over daily targets
More than half of Australia’s working population prefers less than 40 hours per week. The flexibility of hours can help employer branding efforts. It’s time to get flexible.
The modern recruitment process isn’t biased toward the employer. Hiring is now a two-way exchange where organisations should consider what employees want.
The best talents will float towards you only if you offer them a holistic package beyond money. A good work-life balance, flexible hours, and rewards are just the top three things to get you started.
Engage with your human resources department, and you can always create something innovative to offer!