Effectively communicate to your current and future employees the total value of the compensation and benefits you provide with a total rewards statement and realize better employee engagement and performance.
Together with your Home Office, we’ve created an experience tailored to the needs of Northwestern Mutual Advisors - designed to save you time and money, and to give you the tools you need to run your business.
75% of employees rank workplace flexibility as the most important element of a job. But acknowledging what candidates are looking for and knowing how to promote them are two different things. Talent Management recently put together a list of three steps you can follow to promote workplace flexibility during the recruiting process. Here’s our take on their thoughts…
1. Get Feedback
Before you pitch your company’s flexibility to candidates, make sure you’re walking the walk. How do you do that? Ask the right questions of the right people.
Meet – Open lines of communication with your current employees to get their perspective and brainstorm new potential strategies.
Survey – Use anonymous employee surveys to dive deeper into your employees’ perceptions of their workplace flexibility.
There are currently 53 million freelancers working in America today. With the rise of independent service platforms like Uber, Airbnb and Thumbtack, the days of the shirt-and-tie-wearing, 8-to-5-working employee seem to be becoming more of a distant memory.
While this labor evolution is exciting, the government has roughly 20 factors weighing in on the classification of this new breed of employee. This has the potential to hit Mr. or Mrs. Freelancer where it hurts them the most: their compensation and financial security.
“We’re not going to slow this desegregation between employer and employee. So we’ve got to figure out ways to make it work for people better.”
– Senator Mark Warner
Better, at this point, means new – as in a new way of defining, classifying and protecting today’s increasingly independent worker. Noah Lang, Co-founder and CEO of Stride Health, offers a few places to start:
While this demand for IT talent might have job-seekers licking their chops, employers should buckle down for a recruiting dog fight. The reason? A rise in jobs means a rise in competition for workers, and only companies that differentiate themselves from the pack stand to attract and retain top IT talent.
Here are a few marketing strategies your company can use to stand out when recruiting IT talent:
Consider Your Company’s Brand Image
First impressions are everything. What impression would an IT candidate get from a simple Google search of your company? A few keystrokes and skimming a webpage could be the difference between reeling in a prospect and completely turning them off.
A bad first impression could mean that IT candidate won’t be around for a second date.
With this in mind, it’s important for companies to proactively market themselves – not just marketing what you do and where you’re hiring, either. Think about what your candidates want – many are looking for quality benefits, a great work-life balance and sense of value for what they’re doing. Aligning your company’s brand with those benefits could be the first step in making an IT professional take a closer look at your company.