How can we boost our ability to create a strong employer brand, be competitive and recruit successfully? The understanding of candidate’s needs, wishes and how they base their career decision is crucial to win as an attractive employer.

 Is the salary or the working atmosphere decisive? What are other important factors that help us become a front-runner in recruiting? In today’s post we’ll take all this matters under consideration and furthermore we will discover some psychological aspects that can give us a leg-up in the next meeting. So, let’s start the first post from the initially Let’s talk about ……series.

Last week I posted a photo that presented a diagram that showed a good working atmosphere at the very top of the employee’s expectations pyramid. This was followed by interesting work content, a stable job and career opportunities. The position no. 5 in the whole ranking was reserved for earnings. Of course, to get reliable information, it’s recommended to check more than only one source.  So, I’ve done it and what was the result……?

Surprisingly or not the outcome was almost similar. Working atmosphere and all related topic was a decisive matter when its comms to changing or choosing a new job. What are the mentioned above related topics? Do you know the answer? I’ll tell you right away but firstly, think what make your day at work happy or even happier than 5 minutes after your alarm clock rang ….. I’m quite sure it isn’t the number you can see on your banking account every month:)

Yes of course…...you’re right!

Related topics are culture values like keep your word, be supportive, win us a team, accept the people without trying to change them, be loyal and honest. In my opinion working atmosphere depends on all this terms.

BTW, after many years spent at HR, I must admit the working atmosphere and work content was mostly given argumentation while we were considering a resignations reasons of company members. 

The conclusion is, create an appropriate working atmosphere, use personalized solution and know that it isn’t possible to make all happy but doing nothing is also a bad attitude.

Next on our list was work content. Making a job for your co-workers interesting can elevate employer brand, happiness, and retention.

If you want to understand it better, it can be useful to read more about two-factors-theory (Herzberg Motivation Theory). To described it briefly we have factors which really drive us, give us kick and power and another group of factors that only avoid that you get dissatisfied. According to this theory motivators are: 

·       challenging, interesting work contend

·       Appreciation

·       success by outcome

·       take over a responsibility

·       chance to growth

·       Promotion

 

As you can see the salary or incentives aren’t recognized as a motivator. If you tend to another theory is also fine. Step by step you will notice that in HR-Word we’re swimming from one theory to another😊 but go back to topic Money. For managers momentous motivation is to hang out rewards to subordinates. That should boost their performance or make them stay at company. Most managers who try to be good guy erroneously believe that constant positive reinforcement will keep their workers satisfied unfortunately the people don’t operate like that. Try this out if you’re manager but be careful it may cost you a lot of money. Why? You will quickly see that your worker will reach out for more and more and more. That what was satisfying at the beginning will continuously lose value and becomes Conditio sine qua non – something what you need to guarantee, another way you will drop some sympathies points.

 

Some Ideas how you can become an Employer of choice:

1. Employer Value Position - give all your potential candidates a clear signal why they should work for you. Do not only try to buy them.

2. Starting by recruitment – don’t make them wait too long. I think we all know that.  We applied, had a first or even second call with case study and all was perfect. We want to start immediately and what we get back for all this motivation and willingness? Two weeks waiting time or even longer because some issues interrupted the process. Try to minimize this kind of situations, if possible, if not stay in touch with applicants.

3. If you are the lucky one, and you’re representing a company with strong end-product that everybody know you already won some credits. The Study shows that popular, big concerns only straggle to cover every 50th vacancy, while a small entrepreneur has a difficulty to fill 23% open positions. Try to build your brand and make your name popular but don’t lose your identity. Not everyone like to work for giant company.

4. Update your Homepage frequently.

5. Take care about whole life-cycle of your employees! Payroll issues can significant demage your reputation.