It’s no big secret that any business relies on its people to be a success. Traditionally attracting and retaining the best talent was all about offering them a lucrative salary… but these days salary isn’t everything, and if lockdown has taught us all something, it’s that there’s more to life than the pay at the end of the month.
Here’s some ways that you can make a role or your company more attractive to employees.
Flexible working from home
It’s the big outcome of lockdown. The tools for home working have been with us for decades, but lockdown has accelerated everyone’s openness to working from home.
With advancements in Microsoft Teams and other employee monitoring tools available such as Vision, employers are now seeing that they can reduce office overheads and still effectively track and monitor employees to ensure no dip in productivity.
Couple this with more and more candidates telling us they are looking for flexible office working and you have a great hook when it comes to a hiring incentive.
Career path plan
Whilst we don’t disagree that today’s take-home pay is important – for many employees, tomorrow’s take home pay is equally as important. A lot of companies already commit to promotion from within and use personal development plans (PDPs) from the outset as a way to show employees they aren’t just doing a job, but they are being invested in and a bright future awaits.
Whilst you may think such career path plans are more attractive to employees starting out in their career, it’s also been proven to be attractive to more experienced employees too. Board positions are increasingly being seen as a strong hook for people in middle management as the ability to gain experience and add gravitas to their external profile.
Flexible holiday allowance
We’ve all heard of companies letting employees decide how much holiday they can take. It may sound new, but actually it’s an idea that was first started in the mid 90s by IBM.
Bottomless holidays area great when a company is making money, but in tough times such a practice is unrealistic. There are other ways that you can use a flexible approach to holiday allowance as an attractive incentive during the recruitment process.
For example, some companies allow holidays to be topped up for going above and beyond and offer it as a reward for an ‘employee of the month’ style scheme. Other companies even allow you to build up extra holiday hours for working late and at weekends (traditionally known as time in lieu) with extra hours recorded using such systems as Synergist.
There are lots of other ways you can make roles more attractive to candidates without having a huge salary. To find out more, email Julie or Phil or give them a call on 0161 477 3221