On April 24th AmCham hosted a meeting on workforce management, the trends and challenges for the coming years. The gathering included speakers Andrzej Bibik and Bartosz Hojnacki from Spring International, the consulting arm of Adecco, the largest staffing firm in the world, as well as an AmCham member. By having a dynamic discussion on how to hire the best people and actually making sure they stay in your company, the participants left the meeting with a stackful of solutions, examples and case studies on workforce management in Poland and Europe.
Here are 7 most important takeaways:
Personalize, Personalize, Personalize
When sending out job offers via several platforms, the usual job description won’t do the job anymore. Make sure you provide your potential candidate with a personalized job application, one that looks tailored to them. A good example would be giving more information about their potential supervisor, the number of people in their team, and yes, providing a name (and picture) of the contact person from the company doing the hiring. It’ll give a human face to the company, which is always better than an automated answering machine.
Expectations Are Higher Than They Used To Be
Mid and senior level applicants have more options than they used to. With the unemployment rate at record lows, applicants won’t throw themselves at the first job offer they come across. As an employer, you now have to be looking for candidates, headhunting, not the other way around.
Keep it short and simple, you don’t want your targeted job ad to be scrolled away by your potential candidate. Things like infographics, giving the office location, the salary and the type of contract are indispensable to catching people’s attention without quickly losing it.
Apply With One Click
Andrzej Bibik says that if applying for a job takes you more than ‘3 clicks, that’s 2 clicks too many.’ By allowing candidates to upload their CVs into a given platform, they’ll be able to apply with just one click. The company’s response to the application should be just as swift.
Provide a Wide Range of Options
A gym membership card and healthcare are benefits all firms provide -- it’s time to get creative and provide employees with choices and flexibility. Giving out goodies (a new laptop or smartphone every few years), having a chilling room where you can work in peace, giving out rewards for certain tasks… you name it. When you allow workers to choose between these benefits every 3 months, workers will feel their employers are going the extra mile.
Train, Coach and Then Train Some More
Just as important as having a sense of purpose, the likelihood of an employee staying in your company is much higher if you provide them with skills they cannot get anywhere else: E-learning, workshops. A higher salary isn’t always why people will leave you for a competitor, the self-improvement factor is always there, people like new challenges.
Tell a Story
Storytelling is a powerful tool. Tell the story of someone in your company who started from the bottom and worked his way to the top, a profile of someone whose path is inspiring. Giving the image of the possibility of progress within your company is paramount.