What does it take to win the top talent?
According to Glassdoor, unemployment hit an all-time low in the Lower 48 dipping to 3.7 percent. This competitive environment calls for organizations to monitor and gauge key indicators of change in the workplace.
Specifically, in Alaska we see that positions in healthcare, IT and professional services — particularly civil engineering — are extremely difficult positions to fill. For that reason, we have found organizations set themselves apart in a few major ways:
Online presence wins
More than ever, today’s workforce wants to know that the business they work for has a vested interest in their future and an interest in the community. Prior to an interview, the better recruits do their homework.
They are looking for continuity between what is shown on the company website and what they see when they show-up to interview. We have found that the Gen-Y workforce wants to see an organization’s social conscience and evidence of a fun and engaging team. Baby Boomers want to know that loyalty still exists in the workplace, and all ages have a desire for transparency in terms of workplace culture.
Strengths-based teams win
Organizations with a better recruiting record recognize that the best recruitment happens when their own employees spread the word of an opening. Consequently, managers and owners have to step-up their game and compete for the best hires, and their current employees.
When your own team is engaged and working in their strengths, new applicants can see that what you sell online is precisely what is being delivered onsite. Do you say you are a collaborative business? If so, then how does that translate to new employees or your clients for that matter.
Multi-generational workforces win
With so much focus on Millennials, we like to point out that Baby Boomers continue to be the fastest growing workforce. Compared to previous generations, they are in better health and working longer than the generations before them. It is estimated that the entire Baby Boomer workforce will continue to grow by approximately 5 percent, however the individuals ages 65+ will grow by more than 61 percent.
So, as this generation ages, they move the needle for other generations in the workplace. We have found that by focusing more on the individual and collective strengths of a team, managers are able to synergize teams crossing the generational gap.
Development focus wins
With a busy and a competitive environment, it can be difficult to prioritize continued learning in the budget. However, with such digital transparency, supporting and reinforcing values and culture is more important than ever.
By investing in your team and providing growth opportunities, managers reinforce that employees do matter. By focusing on team building, problem solving or planning, managers inspire creativity and ingenuity. Employees most satisfied are those who are often called upon for cross-training or special projects. These opportunities, when properly delegated, can lead to an opportunity to advance your team.
Paula Bradison is the CEO of Alaska Executive Search.