REQUISITE HR APRIL NEWSLETTER
Attraction: Becoming an Employer of Choice. Steps to Become an Employer of Choice In a highly competitive and dynamic
1. Looking Inwards - ask employees
environment, employers are battling to
their feelings about the company, their
win the war on talent. Becoming an
concerns, what they like and what they
employer of choice is therefore critical.
they don't.
This means being more desirable, and
2. Looking Outwards -benchmarking
treating employees in such a way that
and industry reports
they will seek to dedicate themselves
3. Participation - start discussions to
to the company's success and not be
embrace mission, identity,
easily enticed away.
Benefits of being an employer of choice Marketing & Recruiting - as the company becomes known as a great place to work, recruitment becomes easier and quality candidates will apply.
Qualities of an Employer of Choice Innovation Competitive Remuneration Opportunity to do Worthwhile Work Fostering a Learning Environment Flexibility
culture, strategies and values.
Empowering Employees
4. Action - articulate a direction and company values, set priorities based on important issues raised by employees and
Self-Management Open Access to Information Teamwork
external reports 5. Feedback - measure progress over the short and long term and adjust direction based on employee feedback.
Performance - attracting high quality, skilled staff and retaining them for the long term means increased productivity and collaboration. Continuity - leads to increased trust and levels of security. Reduced Turnover - losing employees to competitors can be expensive and detrimental. Morale - enhanced loyalty and strengthens the culture. Profitability - the benefits extends to increased sales, lower costs and higher profitability, making the company more attractive to investors and customers. REQUISITE HR APRIL NEWSLETTER
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Equal Opportunities
To Make a Difference
Unique Compensation
Flexible Working Hours
Work Culture POSTMODERN PAINTING. Stella alternately paints in oil and watercolor
WHAT DO EMPLOYEES WANT? The key to engaging like minded
fit by listing the ideal personality
to work hand in hand with your
and talented staff lies within the
types, values and aspirations that the
retention strategies. Gen Y is the
recruitment and selection
right candidate will need to possess
future so it is important to invest
practices of a business. Part of
to work well in that environment.
in them. To attract millenials you
this is knowing who you want to
Next consider what the company and
must emphasise the
attract and how you are going to
the role can offer the right
organisational culture. Be open
appeal to them. To do this, you
candidate. Each employee differs in
about the mission and the values
need to understand that different
what they need from a job, matching
of the company right from the
age groups want different things
what you can offer to what they need,
outset.
from their employers and their
increases your chances of retaining
careers. There is no one size fits
them.
Millenials want to make a
all approach when it comes to
MILLENIALS
difference and seek meaningful
attracting staff. Firstly, it is important to consider the vacant role. Determine the skills, knowledge plus the essential characteristics needed to perform the role successfully. Next, consider team and organisational
Also known as Gen Y, are perhaps the most difficult type of employees to attract and retain. The average millennial will change jobs every 2 years. So
work, if they feel they aren't fulfilling a purpose they will not hesitate to switch jobs. They seek recognition, like to be listened to and want to feel valued.
your recruitment strategies need |
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Gen X Gen X members are attracted to organisations that provide job flexibility and a work life balance. They, like Gen Y are less committed to one employer, and will move between jobs to find environments that will offer advancement opportunities, flexible work arrangements, child care, carers leave, along with base compensation and incentive plans. They also seek lively, technological, learning environments with a hands-off
BECAUSE
97% OF CANDIDATES BELIEVE IT IS JUST AS, IF NOT MORE, IMPORTANT THAN COMPENSATION.
management approach. As they prefer the autonomy to take the lead on a given project or task.
Baby Boomers Unfortunately the near majority of baby boomers are moving into retirement taking with them invaluable knowledge and skills. Retaining these employees is critical to ensure this knowledge and experience is not lost. Baby boomers look to join companies that are solid financially and who have a positive image in the community. They are motivated by job security, responsibilities, opportunities for advancement, compensation, perks and recognition.
HOW ATTRACTIVE IS YOUR BRAND? CONTRIBUTOR WRITER- NICOLE OHM BROERSE, RESIDENT MARKETING & COMMUNICATIONS EXPERT. Like it or not, a clear, concise and truthful employer
The best way to attract the right talent for you is to
brand is now a core component of a robust HR
think about your potential candidates the way a
strategy. Continually auditing how your business is
marketer thinks of their potential consumers. Easier
perceived internally and externally is vital.
said than done? Let me help you. Simply quote
When people interact with your company - whether
'RHRApril' to get a 50% discount on a workshop to
in person, on your website or through your sales
make your Employer Brand sparkle, empowering you
material - they want to know in less than 30 seconds
to attract the staff that will take your business to
what you stand for and what your purpose is. Not
the next level. Ph: 1300 164 737.
just what you do but why you do it. Similarly, future employees not only want to understand the benefits of working for you, they want to be able to experience your personality, connect with your values and relate to your current employees. REQUISITE HR APRIL NEWSLETTER
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PROFILE
The Law of Attraction (in the Global Workforce)
Artwork: MGRA
CONTRIBUTOR WRITER- JULIE HILLER DIRECTOR OF HR & RECRUITMENT, ISA GROUP. As we adjust to what is being badged
The win-win for Australia and the
the ‘new normal’ where to quote a well-
incoming talent is clear, Australia
migration and then identify which
worn phase ‘change is the only
stays competitive in the Global
global markets can service this
constant’ is truly alive and kicking -
market place, we get to ‘import
need. ISA is a local provider with a
organisations are not only looking at
talent’ where we have identified
global footprint in Migration and
which new products or service
skills gaps and train up local staff.
International recruitment where
offerings to pursue, they are looking at
It has recently been recognised
the two professional services are
how best to deliver those through their
‘that Australia’s foreign students -
offered as an integrated service.
current and future workforce.
particularly those from developing countries - when they return to
In an ideal world those skills can be
their home counties are Australia’s
sourced through domestic recruitment,
greatest underestimated assets to
however as new technologies or
developing economic & cultural
industry/product life cycles emerge
bridgeheads been both counties’.
then sometimes we have to look at
The same is true as we become a
attracting those skills into Australia in
global net importer and exporter of
the short term not only to fill the ‘short
talent.
term skills gap’ but to also to train and
Double whammy and bang for your buck! Attracting the right talent is the first step! Once you've got them then retaining them is a different story, a different article for a different day….. The ISA Group is offering a free consultation valued at $165 for the
build capability in the Australia
So how do we best do this? Firstly
readers of this newsletter. If you
workforce.
engage with an effective migration
think that this might be beneficial
company who knows which skills
for your business, just quote
are supported for short term skilled
'RHRApril' when making your
migration and then identify which
booking. Ph: +61 8 9346 8888.
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Monthly Competiton
COMPETITION CLICK HERE TO ENTER
Now that you're an expert in attracting talented employees, answer the following question to go in the running to WIN: "What are millenials most attracted to in a business?"
a)Hipster Beards b)Free wifi c)Culture Submit your answers via private message on our Facebook page or
RE TO E H CK CLI R ENTE
you can email the answer to info@requisitehr.com.au. Terms & Conditions apply.
TERMS & CONDITIONS OF COMPETITION: Each monthly competition's closes 30 days from the published date. Each person may only enter once per month. Answers must be submitted via Email or private message on Facebook. The first 3 people to correctly answer the question will receive 4,3,2 points and every other participant after the top three will receive 1 point. All points will be kept in a tally and added to throughout the year. Competition winners will be announced via Facebook or Email and prizes will be awarded in December 2016. First Prize: Veuve Clicqot Champagne (valued between AUD$99.95-$69.99), Second Prize: Johnnie Walker Platinum Label Scotch (valued between AUD$98.95-$70.99), Third Prize: Godiva Signature Truffles (valued at AUD$50.00). Competition organisers can terminate or exclude entries if they do not meet the T&Cs of the competition.
Requisite HR Pty Ltd ABN: 35 606 293 476 www.requisitehr.com.au
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