Having a career in people management these days is tough. And it’s getting tougher. The digital revolution has opened a world of possibilities around the way we think about people and how they’re part of our organisation. Not only has the terminology changed from ‘HR’ to ‘People Management’, but there are also suddenly many more angles which we previously didn’t have to consider – now these factors can disrupt our businesses if we’re not careful.
If your position is focused on managing and keeping people in your business, you’re likely realising how hard that has become. Our colleagues have become more conscious of how we behave as a business and subsequently the culture of the company has become very important. Likewise, if your position is focused on attracting certain skills or experience, you might have realised that many of the questions from candidates are focused on your business instead of just the job description.
The competition for certain skills or length of experience today is fierce. How do we encourage our people to grow within our company? How can we encourage suitable people to join us? What are our competitors doing that we seemingly aren’t? The answer is logical, if not simple: Culture. If 79% of CEOs are worried about the availability of “key skills” and label it as a “Top 3” concern, how can you help navigate that challenge and secure your business’ future?
Cultural identity has a much larger impact than we’d like to admit, however, as much as 75% of potential employees will consider your brand and what they perceive as your ‘culture’ before applying. In fact, most recruitment leaders have realised this and subsequently invested more into how the business is portrayed to prospective talent.
Promoting your unique culture and creating a positive employer brand makes people think “I want to work here” or “I want to continue working here”. Our Top 3 tips :
1. LinkedIn Company Page
Think of your LinkedIn Company page as not only your résumé to prospective customers, but for prospective employees as well. A business that already operates in a customer-centric manner, can align its people and its culture to serve the needs of their customers and industry. The “Life” section might seem an optional and unnecessary addition, but it has the potential to communicate just what it means to be part of your family. Portraying your business’ values and objectives will further build your recruitment marketing strategy by highlighting all the great aspects of working in your business.
2. Rethink that Job Description
We certainly have several deliverables for the job at hand and skills we expect the candidate to possess, but a job description is much more than this. It’s an opportunity to attract passionate and inspiring team members and leaders to your business; rethink how you draft job descriptions and spend the time on wording this effectively. When you focus on the business impact of the role instead of a list of required skills, you will find that the candidates you attract possess key attributes that support your operational drivers:
- Alignment of priorities to your business’ mission
- Passion that inspires the team
- Focus on the bigger picture whilst still attentive to day-to-day responsibilities
3. Lead by Example and Listen
This should be considered a cornerstone. Your business is already established on its purpose and aim - the journey not only includes living those values with intentional behaviour, but doing so from the top, down. When executive management leads by example, others will follow. Establishing a continuous feedback loop for your people you can keep your fingers on the pulse of your business. Just like you, your co-workers want to feel that their role gives them a sense of meaning and purpose. They want to contribute to the business’ mission. Many organisations achieve this through structured programmes to support employee engagement and retention: training programmes, health and fitness, flextime or peer praise – all great ideas to gauge the health of the business’ heartbeat.
If you haven’t already, start incorporating Company Culture as a focus area of your strategic planning and execution in order to remain ahead of your competitors and retain your best colleagues. In our next segment, we’ll look at Potential Candidate Identification and how to effectively manage that process. If you prefer a personal discussion about People & Talent management instead, do reach out to our Talent experts here.