Why employer of choice

But how do you know what to measure? The following is a brief list of employer of choice characteristics:. For a more comprehensive list of employer of choice characteristics, check out The 8 Values of an Employer of Choice.

Balancing company goals with employee needs is a challenge in any organization. When a company is a true employer of choice, those two objectives become the basis for satisfaction for everyone involved. Beyond the basics of good benefits and working conditions, do the employees and the organization value the same things? Does the company support the communities in which it operates?

Are there other ways the company can support the people that make success possible? Flexibility is not why people leave , yet everyone thinks they need to allow remote work, etc. Get to know what will make your team flourish! Some tried and true methods to become a choice employer tend to focus on the relationship between employer and employee. Essentially, this will mean clearly defining your culture and the type of people you want supporting it.

Being an employer of choice takes some planning and a strategic approach. Ultimately though, it comes down to your culture: Are you fair, honest, respectful and fun? Do your people trust you to make solid decisions and have their best interests at heart?

Are you value-driven and consistent? These are the types of practices that employees look for when deciding where they want to work. And each of these underpins great workplaces and strong cultures. We make it easy to survey your employees, uncover actionable insights and get recognized for your great company culture.

Learn more about Great Place to Work Certification. Nancy is a leader focused on building executive relationships based on trust, collaboration and partnering, with key internal and external stakeholders. So what about recruitment?

Well, these days, the research candidates do prior to their interviews extends to social channels like LinkedIn and Instagram. These represent an opportunity to give people a peek behind the curtain and showcase the things that make your organisation a great place to work. And when you do get to the face-to-face or screen-to-screen stage, remember that an interview is no longer just an evaluation of the candidate, but also a chance for you to sell them on your organisation.

So carefully select the best setting and think about which features of your working environment you want to highlight in the conversation.

This one may seem obvious, but the benefits you offer are a reflection of the value you place on your employees. We know, a generous benefits package can rack up a pretty hefty bill, so make sure to prioritise the employee benefits that are also employer benefits.

And the message you will send to your people is:. To figure out exactly which benefits will mean the most to your people, why not start with a survey? If you keep in mind that everyone in your organisation acts as an ambassador especially with the popularity of platforms like Glassdoor , then you can see the role that smooth internal processes can play in becoming an employer of choice. Leaders who are trusted achieve that by getting three simple things right:.

But that has to be a two-way street; we all want to know that our voice matters and we have a say on the decisions that affect us. So make sure your people have an outlet we can help you with that! Creating and sustaining an authentic company culture could be one of the biggest factors on whether people consider you an employer of choice or not. Your culture is made up of your values, vision, beliefs, and habits, so look at where your organisation came from, where and why it started and what you do best to help you better understand both culture and purpose.

For a culture to be truly embedded and sustainable it has to be unique and authentic. So make sure that you shout loud and proud on social media and on your careers page about who you are as an organisation, why you exist and what you stand for. Not only will a strong culture help you attract talent, but it will help you attract the right talent—the people who will fit perfectly into your organisation.

People follow people. Like we covered earlier, trust in leaders is born through visibility, transparency and honesty. Actively scan device characteristics for identification. Use precise geolocation data. Select personalised content. Create a personalised content profile. Measure ad performance. Select basic ads. Create a personalised ads profile. Select personalised ads. Apply market research to generate audience insights. Measure content performance.

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