Attracting and retaining talent in your ‘new normal’
2020 and 2021 tested the resilience, grit and agility of professional and industrial businesses. We’ve seen clients across industries rally their workforce in amazing ways to combat the challenges brought on by the COVID-19 pandemic. Now, many are expanding their teams and streamlining employee management to support their growth goals. If you are one of these companies, you know how difficult that process can be.
The good news is you don’t have to do it alone. By leveraging the right talent solutions and partnering with workforce management experts, you can position yourself to meet the challenges that lie ahead in 2022, win the battle for talent, grow your business and thrive.
According to Statistics Canada’s quarterly job vacancies report, the number of job vacancies reached an all-time high of 912,600 in the third quarter of 2021 – which is 62.1 per cent higher than the same period two years ago. Additionally, Statistics Canada’s Canadian Survey on Business Conditions suggests that more than eight per cent of businesses expect to see an increase in job vacancies.
Shifting worker expectations.
Attracting and retaining workers will be the biggest challenges in the professional and industrial sectors in 2022. Finding the right candidate takes time and resources. Employee retention is vital to avoid the expensive process of rehiring and onboarding a replacement worker.
Job seekers and workers have shifted their workplace expectations in recent years to place more emphasis on skill and career development, meaningful work, self-expression and healthy work-life balance. In order to attract and retain top talent, it’s helpful to keep these desires in mind, evaluate company culture and improve job advancement opportunities accordingly.
How to Attract and Retain Talent in Your ‘New Normal.’
Based on thousands of customers we’ve supported through the pandemic, Kelly has identified five key components to successful talent attraction and retention in the ‘new normal’, they are:
1. Competitive pay.
Now more than ever, companies must frequently analyze market rates to stay competitive. Companies nationwide are reporting higher open positions. Companies must make it worth coming to work each day.
2. Comfortable, safe environments.
In these times, employees must know with confidence that an environment will both be comfortable and safe. The workplace is a critical part in their decision making, so expectations, resources and processes ensuring safety are key factors.
3. Transport-friendly location.
Due to the increased risk of infection for those dependent on public transportation, locations easily accessible by car, bike or walking are in favour. However, we understand you can’t move your location, so consider remote, hybrid and other flexible work options to reduce the amount of time your employees spend commuting to work.
4. Perks and benefits.
Benefits have always ranked high in importance when attracting talent, but more so now than ever. An immediate change companies can implement are bonuses for attendance, tenure and completion. These benefit both sides—companies retain their talent, thereby increasing productivity and reducing rehiring needs (think less new hire onboarding and training), while employees receive compensation.
5. Opportunity for career development.
Organizations should revamp their talent acquisition strategies to better highlight any career development opportunities that will resonate with job seekers currently looking for work. Offering career development not only helps with retaining top talent – it also provides employees with the additional skills to add to their resume.
Let’s discuss your ‘new talent normal.’
Kelly is succeeding in today’s environment because we’ve worked for years to build the recruiting capabilities that support today’s hybrid environments. Reach out to our team to learn how we can optimize your talent impact.