Today’s employees want their work to have meaning. Today’s leaders have the largest influence in creating meaning in the workplace. To attract, select and retain the best people who care about somethingmore than a paycheck and bottom line, here’s why you must become a purposeful company.
“We learned that Google loves to have diversity in search results because clients want that diversity as well. By creating content that clients want, we’re able to drive organic traffic to our site that often converts over to a lead.” —Max Hansen, CEO of Y Scouts
Most contractors (91%) are in their middle to late careers and work in higher seniority roles a year sooner than peers in non-contract roles on average
Candidates are “selling” the company on their strengths and the value they will bring to the organization. Be sure to sell what the employee will gain by joining the organization. Often, companies use PTO, health & wellness, and other initiatives to “sell.” Sharing intangibles like continued education, employee development, or leadership training are excellent ways to gain additional buy-in from a candidate.
Once an offer is accepted, having the team send a welcome email goes a long way. It is nice for new employees to connect with their team prior to joining.
Have a direct conversation with each finalist to discuss scenarios around their resignation from their current employer. Will the employer counter? What counter would retain them? Talking through these dynamics and anticipating obstacles will pave the clearest path for converting an offer to acceptance.
Use the verbal offer as a time to set some expectations for your new hire. It could be as simple as, “We are so excited for the immediate impact you are going to have on our team.” By doing this, you are not only boosting their confidence, but you are making a clear statement about the urgency and importance of their immediate impact.
Some people get jobs. You know, that place they go from 9-5. Others, however, spend that time at a place they love. They are doing something that not only plays on their strengths but their passions, too. Read about Jennie and how she found work that matters.
“Organizations whose leaders are role models for prioritizing health and work/life balance reported higher median satisfaction rates (85%) and employee agreement of organizational support (85%), compared to organizations whose leaders were not role models (75% and 73%, respectively),” the authors observe.
Find Your Next Leader
We don't do placements. We align leaders and work. Placement is a cold top-down approach, focusing on resumes and filling empty seats. By hiring on purpose, we take the broken vertical model and flip it on its side, creating horizontal alignment between leader and company. We bridge the gap between business’ purpose and a leader’s passions and strengths. It is purposeful and methodical and driven by empathy. It’s why we exist.