Canadians haven’t seen the current job open rate since the 90s, and employers are looking for ways to differentiate themselves as employers of choice. These seven tips have been summarized from an RBC article that appeared on their business website.
Offer Flexible Work Arrangements: A key takeaway from the pandemic was a need for a flexible work day. We already know that not everyone has to be in the office, so when a candidate asks about return-to-the-office policies, they want to know that they will be able to work with their new team both virtually and in the office.
Showcase your values: Younger workers in the age range of 18 – 34 are particularly interested in company practices.
According to a recent study by ADP, 50% in that age group would leave their organization if they found out that a colleague of equal standing but different gender received higher compensation. 47% of those respondents said they would feel more loyal towards an organization that publicly took a stand on diversity and inclusion.
Consider highlighting your policies in job advertisements and on your company website so that applicants can understand your company’s values and culture.
Offer Competitive Pay and Perks: There are many ways to offer fixed-contribution benefits that help you plan your benefits spend relative to total compensation, including group savings plans or health and wellness spending accounts.
Organizations’ approaches to mental health and wellbeing is something that more employees are looking at carefully. Highlighting what dedicated resources you offer is a good idea.
Use Technology to Simplify Recruiting: Recruitment companies are using video screening and AI to help screen large numbers of resumes from a candidate pool.
Connect with Untapped talent pools: Newcomers, people of colour, members of the armed forces returning to civilian duties or from other diverse communities can be a great asset to your team.
Go Back to Resumes on File: If you’ve kept resumes from past applicants, it might be a good time to look for individuals who may not have been a perfect fit previously, but who might have the right credentials for your current role.
Hire for Fit and Train Well: If you’re finding it hard to find the perfect match, sometimes hiring someone who is a good cultural fit and then investing the time to train that person really well can build an even stronger team.
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