A recent study by global management consulting firm McKinsey & Co. found that 40% of employees want more than just a paycheck to make sense of their lives.
These people are ready to walk in the door, even with no other job in sight, because they are not fulfilled by their jobs. The stresses induced by COVID have helped them re-prioritize their state of mind to understand that there is more to life than 9-5.
The report says more than 15 million American workers have left their jobs since April 2021, a record pace disrupting businesses around the world. Companies struggle to solve the problem for one simple reason – they don’t understand why their employees are leaving in the first place.
Help seeking ads are at an all time high and businesses of all stripes are struggling to fill in the gaps. Apparently everywhere I turn I hear about employers unable to hire. Some do not want to increase wages; others insist that staff who wish to work remotely must be on site.
You got the idea.
You too may be struggling to find employees. Therefore, as a public service, I am providing the eight factors most likely to attract workers to you (more than one may apply):
• Salary and benefits (58%),
• Long-term job security (48%),
• Pleasant working atmosphere (45%),
• Opportunity for career advancement (35%),
• Employer in good financial health (33%),
• Flexible working hours (31%),
• Good training (28 percent) and
• Strong leadership (26 percent).
To increase your odds, talk about all the perks you offer (hiring bonuses, college credits, discounted clothing, etc.) Look at what your competition is doing to recruit employees and “borrow” a few ideas.
If you have a great corporate culture, break the news to the world.
Start promoting yourself to your staff and don’t assume they understand all the great things you do. Otherwise, you may find that they will look elsewhere.
Then ask the departing employees what you could have improved and take their advice seriously.
Then use this list to spread the word appealing to potential employees. Use social media, Glass Door reviews, advertising, website landing pages, and online advertising.
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When it comes to hiring bonuses, consider offering matching bonuses to current staff members who recruit a friend. Then gift a little more for a second friend this month. Repeat until your staffing challenges have been completed.
Because, like most challenges, solving it just takes a little imagination.
Having said that, I wish you a profitable marketing week.
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