Easy Things You Can Do To Make Your Company More Attractive To New Hires
The wants and needs of employees have changed significantly over the past year, so how can you make sure your business remains attractive and relevant to new hires.
Anna Hayes - 3 February 2021
The COVID-19 pandemic has forced business leaders and HR teams to rapidly reassess what employees want.
What appeals to new hires in 2021 looks very different from what they wanted before the pandemic changed everything.
As a growing business, you want to make sure that you’re attracting the best talent on the market and that you’re investing in the areas that make a genuine improvement to the lives of your staff.
But what exactly are new hires looking for in their next employer? And how can your business compete with the huge companies who are also fighting to hire that same talent?
Here are four easy things that your business can do to make your company more attractive to the hottest talent in the market.
Put the mental health and wellbeing of your staff first
The first day in a new business comes bundled with fears and anxieties at the best of times, and the COVID-19 pandemic has added even more worries to the pile.
The challenges are particularly acute for new hires who may be new to working remotely. Slotting into unfamiliar ways of working can make it tricky to learn the ropes and build relationships with new colleagues.
Boosting mental health and wellbeing support is a key way to attract and retain the best talent, and it’s never been more important.
A recent survey YuLife conducted with YouGov Health & Wellbeing has shown that 87% of people are more likely to stick with an employer who values their mental health.
Separate research from McCrindle has shown that a quarter of Gen Z say that the biggest downside of the COVID-19 pandemic so far has been the negative impact on their mental health. As pressures inside and outside the workplace have been growing, job hunters are keen to work for companies which offer the health and wellbeing support that they need.
The good news is that many employers are reacting to this by increasing the support they offer. Research by Gartner has revealed that, during the COVID-19 pandemic, 68% of employers have introduced at least one new employee benefit to support the mental and emotional health of their workers.
But introducing support is not enough on its own. It’s important to make sure that your staff know what’s available and how they can use it. With so many different options, selecting and promoting the right support package for your staff is key.
Embrace flexible working
Working from home has become the norm for most people who usually work in an office.
But the sudden switch to remote working hasn’t come without its challenges. Our recent research shows that a whopping 50% of employees complained that they didn’t feel supported during the transition to working remotely.
There’s a difference between employers who grudgingly allow remote working and those who embrace it with open arms. Staff notice this, and the difference is stark.
As millions of workers have adjusted their lifestyles and waved goodbye to the daily commute, flexibility has become an important perk that people look for when hunting for a new role. Now that so many people have developed a taste for the freedom that flexible working offers, there’s little sign of the desire for it going away any time soon. According to a survey by Deloitte, more than 60% of millennial and Gen Z workers would like the option to keep working remotely once the COVID-19 pandemic is over.
Among the key benefits frequently cited are the opportunities for a better work-life balance and a more relaxed lifestyle. Flexible working comes with financial perks for employees too. By saving more of the money that previously went on commuting to the office, eating out, and refreshing their wardrobes, many salaries are stretching a lot further than they used to now that people are working from home.
Give your workers access to the latest tech
In a new world of remote working, helping new hires understand how they will stay connected with the team despite getting very little face-to-face time is crucial. The tech your business uses to communicate and collaborate plays a big role here.
It’s important for businesses to show staff that they’re willing to embrace the latest tech and adapt to new ways of working. Failing to do this risks frustrating employees and sending them away to look for more agile and innovative employers. Old ways of working can also turn away potential new hires, especially if they raise tech questions during the interview process.
A big area where technology can boost the way your team works – is with recruitment. Through the use of online tools, such as Tempo, you can supercharge your hiring team instead of spending agency fees. The platform matches you to candidates instantly, with everything taking place on the platform. This makes the recruitment process quick, and hassle-free for both you and your potential new hires.
There’s growing pressure for businesses to make smart choices about technology, and the decisions made can be a big factor in shaping broader company culture. Giving staff the tools they need will keep them productive and motivated, whilst sticking with antiquated ways of working risks developing a culture of negativity and frustration.
When was the last time you reviewed the tech in your business? If it was before the pandemic, it may well be time to make some changes.
For example, if your staff still rely on email as the main method of communication, now’s the time to consider introducing more modern messaging tools like Slack or Microsoft Teams. Both of these offer real-time communication, encourage remote collaboration, and may well integrate nicely with other software that your staff rely on to do their jobs.
Offer employees extra financial protection
In the past, the specifics of insurance packages and related employment benefits risked being confined to the small print of job offers. Not any more.
Now that so many people have experienced economic volatility and uncertainty about the future, there’s more room for employers to offer financial protection packages as a way of providing a safety net that will help to reassure and motivate staff.
As PWC noted in a recent report, when COVID-19 started to spread in early 2020 there was a significant jump in the number of Google searches for income protection and life insurance.
The report also highlights that over two-thirds of employees would choose to keep paying for life insurance if they were auto-enrolled in a scheme and given the option to leave. Financial protection packages are growing in value on the job market and can help to seal the deal when an offer is made.
As demand for protection has increased, employees are increasingly looking to extend their cover to include the people they care about. The depth of protection available is a key way for employers to differentiate themselves from competitors, especially if it’s made simple and cost-effective for staff to customise and extend their level of financial protection.
Group life insurance companies disrupting the market like YuLife offer SMEs the win-win of giving their staff added financial protection alongside the mental health and wellbeing benefits now expected by potential new hires.
Show new hires that you have a caring culture
As a smaller, growing business, it can sometimes feel difficult to compete with the huge resources that larger companies have.
To make your business a more attractive place to work, you need to focus on the things that will actually make a difference. Listen to what your staff want and understand what you can do to make their working and personal lives better. This will create a caring culture which will be a strong pull for potential new hires.
Finding a balance between having the right resources and initiatives in place to support employee wellbeing, alongside the perks and benefits that your staff actually want to use, will be the key to success.
YuLife offers companies of all sizes an easy way to offer extra financial protection that comes bundled with the health and wellbeing benefits that new hires and employees expect.
Click here to get a quote and learn more about how YuLife’s is working with hundreds of growing SMEs to provide Group Life Insurance that engages, rewards and protects their people.
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Anna joined the YuCrew in 2020. She loves doing walking challenges with her puppy and reading in her spare time.