How to become an employer of choice

Being an 'employer of choice' is something that all businesses should strive for. Usually, it means you have been successful in building a positive company culture, which consists of productive, efficient and happy staff.

It is not surprising that businesses who are able to create a strong employer brand enjoy the most success in attracting and retaining talented employees, which is more important than ever due to the ongoing 'war for talent'.

What is an employer of choice? 

Simply put, the employer of choice definition is a company that candidates, to a great extent, want to work for. 

Being an employer of choice means that your company's culture, employee engagement initiatives and leadership approach are all desirable to job seekers and potential candidates, as well as your current workforce.  

Being able to attract and retain the best candidates can give your organisation a competitive advantage over others, and becoming an employer of choice is about much more than simply encouraging the right type of people to apply for a job; it will also affect your bottom line.

Here, we give advice on how to ensure staff members are placed at the forefront of your operations, creating a positive and engaging environment for them, and helping you to stand out against your competitors and become an employer of choice. 

Ensure employees are engaged

Employees are more likely to perform well in their role when they are engaged, undertaking a variety of interesting and challenging jobs. Employees want to feel passionate and inspired about their role, and it is the responsibility of the employer to make this happen. A great job should be demanding and stretch the employee, but not to the point where there is no enjoyment.

As a business, take some time to make sure the roles you are creating are as stimulating as possible to attract the most talented employees, and make roles rewarding enough to keep these individuals stimulated in the long term. For existing members of staff, keep their daily tasks fresh by mixing things up once in a while where possible. If they show strength in a particular area, hone these skills and encourage them to develop.

Employer/employee relationships are incredibly varied from business to business, and it is vital that managers are able to ensure existing members of staff remain engaged with their organisation in the long term. These relationships, each built on a foundation of individual characteristics and behaviours, are strengthened further through monthly performance reviews, personal development plans and regular teambuilding events.

Be flexible with rewards and benefits

Building a strong employer brand and a happy workforce is extremely difficult without having some type of reward system in place, these can be considered employer of choice benefits.

Employees want to be recognised for the hard work they put in and the contributions they make to the organisation. Therefore, those firms failing to do this are at risk of missing out on the most capable talent.

Develop an effective rewards strategy that contains an objective way of assessing the performance of your employees. This can range from additional holidays for reaching targets, or increasing salaries for positive work over a prolonged period.

It is essential to benchmark your rewards and salaries against the market average so they can be adjusted accordingly.

Offer training and development

It is no surprise that employees generally want to be a part of a company that helps them to develop skills that will allow them to excel in their role every day. Your business should acknowledge that employees want to develop in order to progress in their career, and you should show a commitment to growth of staff by providing a training and development programme.

A good framework would involve an annual skills assessment process, which would assist with the creation of a personal development plan for each employee. In turn, members of staff should then be able to access training and development opportunities according to their development plan.

Develop a CSR programme

Potential employees usually want to work for a business that is ethically and socially responsible, as well as sharing values with those of their own. It is essential to promote a positive corporate culture where members of staff feel they are treated fairly and with respect.

Creating a Corporate Social Responsibility (CSR) programme, which sets out your values and principles, will show employees that this is an issue you take seriously. Many organisations enlist a group of volunteers from across the company to help create this.

Allow room for growth

Understimulated employees are likely to look for new opportunities elsewhere if they feel they can go no further with their current employer. Career progression is a key factor that businesses need to consider in order to be considered an employer of choice.

As a business, you should roll out a formal internal recruitment programme, which sees individuals promoted on their own merits, rather than selecting favourites. Roles should be advertised internally, meaning all qualified employees can apply if they wish. This will help to create a sense of opportunity, and promote potential for career progression.

Employer of choice: the benefits

Becoming an employer of choice takes time, consideration and dedication. Businesses looking for talented, conscientious employees need to prove they are committed to creating a positive, happy environment.

Those organisations that follow the advice listed in this article, and shout about their strong employer brand to external candidates, will undoubtedly enjoy numerous benefits as a result, helping them to enjoy a strong future and bring the best out of each and every member of the team.

Sellick Partnership can offer advice to both employers and candidates regarding their recruitment needs. Whether you are looking for a new opportunity, or advice on becoming an employer of choice, we can help. Contact us today.