When it comes to finding and securing the best talent, many companies are vying for the same pool of employees. So, what can you do to set your company apart from the rest? One way is to focus your efforts to become an Employer of Choice. This means that candidates see your company as a great place to work – one with a positive workplace culture, interesting and challenging work opportunities, and good benefits. It’s a lofty goal, but it’s not impossible to achieve.
Defining an ‘Employer of Choice’
Being an employer of choice can be defined as an organisation that is attractive to employees due to its workplace culture, opportunities for development, and employee benefits. Employers of choice are also typically known for their values-based leadership and people-first approach. This means that they put their employees’ needs first and create a work environment where everyone feels valued.
So why is being an Employer of Choice so important?
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First and foremost, it helps you attract top talent. The best employees want to work for companies with great cultures, where they can learn and grow. They also want to know that their employer cares about them as a person, not just as a worker. Being an Employer of Choice shows that you are committed to creating a positive workplace culture and investing in your employees’ development.
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Second, being an Employer of Choice can help you retain your best employees. If your company is a great place to work, your employees will be less likely to leave for another opportunity. They will also be more engaged and productive in their roles. Research shows that engaged employees are more likely to stay with their company, be less absent, and produce better work.
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Finally, being an Employer of Choice can boost your company’s bottom line. Studies have shown that companies who prioritise being an employer of choice tend to outperform their competitors. They also have lower turnover rates, which saves money on recruiting and training costs.
how do you become an Employer of Choice?
Develop an Employee Value Proposition:
An Employee Value Proposition (EVP) is a statement that articulates the unique value that your company offers to employees. It’s what makes your company an Employer of Choice.
Your EVP should be based on your company’s values, culture, and goals. It should also be tailored to attract the type of employees you want to hire. Much like many companies invest time into building buyer personas for their marketing campaigns, the same level of detail and thought should go into creating your EVP.
For example, if you want to attract employees who are passionate about environmental sustainability, your EVP might focus on your company’s commitment to being eco-friendly. Or, if you want to attract employees who are looking for a challenge, your EVP might focus on the opportunities for growth and development at your company.
Creating an EVP is a great way to differentiate your company from other employers and make it more attractive to not just the top talent but to the ‘ideal employee’ suited to your business objectives.
Invest in employee development:
Employees want to know that their employer is invested in their growth and development. In fact, employee retention rates are 34% higher among jobs that offer professional development opportunities.
Staff like to learn to be better at what they do. The more you upskill staff, the better they will perform for you. Thus, regularly educating and training staff will not only lead to a reduction in staff turnover but also improved performance.
Offering employees opportunities to grow through personalised development plans, team building workshops, continuing education and skills training, and mentorship programs, shows employees that they’re respected and appreciated.
Creating an EVP is a great way to differentiate your company from other employers and make it more attractive to not just the top talent but to the ‘ideal employee’ suited to your business objectives.
Practice a culture of diversity and inclusiveness
A diverse and inclusive workplace is one where employees feel comfortable bringing their whole selves to work. It’s a place where everyone feels like they belong, regardless of their race, ethnicity, gender, sexual orientation, age, or religion.
Creating a culture of diversity and inclusiveness starts with hiring a diverse workforce. But it doesn’t stop there. You also need to create an environment where everyone feels welcome, respected, and valued. This means having policies and practices in place that support diversity and inclusion, such as flexible work arrangements, unconscious bias training, and equal opportunity programs.
It also means being intentional about creating opportunities for all employees to interact with each other and build relationships. This can be done through social team events, networking groups, and employee resource groups.
A recent study has found that practising a culture of diversity and inclusiveness will aid you to become an employer of choice. The study, found that organisations who are seen to be committed to diversity and inclusion are more likely to attract and retain top talent.
Develop a Corporate Social Responsibility (CSR) Program
Corporate Social Responsibility (CSR) is essentially a self-regulating business model that helps businesses be more conscious of the impact they are having on the world around them. No longer is CSR just about being a good corporate citizen, it underpins what a company stands for and directs its path for success. When an organization adopts and deploys a corporate social responsibility program, there are significant benefits for the wider community, the workplace and the business at large… It’s a win, win, win!
These businesses rank ‘making a difference’ just as highly as ‘making money’. And they all realise that for our world to remain sustainable, their businesses need a distinct purpose to better the society for which we live.
A robust CSR framework can help a company become more attractive as more people look to workplaces that are dedicated to improving their communities through socially responsible practices, community mindedness, team building and sound ethics. A survey conducted by nonprofit Net Impact revealed that many employees would be willing to take a 15% pay cut to work for a more socially responsible organisation.
Furthermore, a company’s CSR initiative has proven to increase staff retention and even shape how an employee sees their own future tied in with the success of the business.
Create a positive workplace culture:
You know when you walk into a workplace and it has a certain buzz in the air? You don’t know exactly what it is, but the team is happy and upbeat, people are smiling and genuinely look like they want to be there.
But what is it that makes a workplace have this aura about them? And what is it about this that attracts employees and makes them never want to leave? It’s positive workplace culture of course! Or what we like to call a FUMISH culture. We believe that a positive workplace culture needs to be: Friendly, Understanding, Motivating, Inspiring, Supportive and of course Happy!
A positive workplace culture is one where employees feel appreciated, respected and valued. It’s a culture that promotes collaboration and teamwork, and where employees feel like they are part of something larger than themselves. Creating a positive workplace culture means taking a people-first approach. It means actively creating a desirable work environment that takes into account, and aims to fulfill the needs of one of your most important assets: your people.
Creating a positive workplace culture will aid you to become an employer of choice because it attracts and retains the best talent. By being able to show job candidates that you’re serious about putting your people first, you can find and draw from a more diverse pool of potential employees who bring with them a range of skills, perspectives, cultures, and backgrounds. It also leads to increased productivity and engagement, which benefits both the bottom line and the morale of the workforce.
When employees feel like they are part of a positive workplace culture, they are more likely to stay with an organization for the long haul. In fact, according to a study by Gallup, companies with high employee engagement rates have lower turnover rates. Another study found that engaged employees are five times less likely to leave their job than those who are not engaged.
Final Thoughts
Being an employer of choice is undoubtedly more important than ever before. Today employees have much greater expectations and paying the highest salary simply won’t cut it. An employer of choice prioritises the needs of their people and helps them to achieve their goals but more importantly an employer of choice creates an environment where people are proud to work. So, if you’re serious about becoming an employer of choice, start by following our top tips above. Your employees (and your business) will thank you for it!
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