Posted on 17/03/2020 by Jayne Morris
I attended the Agenda Consulting’s Strategic People Conference last week and as one of the sponsors was invited to deliver a key note speech. Thinking about what was important to HR people in the sector I chose to give a brief update on market conditions and then to talk about attraction and retention. I thought I would share with you some of the key points from my presentation.
As you are all no doubt painfully aware the political climate caused organisations to slow down their recruitment of permanent staff in the last 12 months. Surprisingly though the same could not be said for job seekers with 53% of respondents to our salary survey saying the political and economic environment had no impact on their job search in fact on average 33% said they were more inclined to find a new job. We did find though that the overall number of active job seekers who were planning a career move in the next 12 months had decreased on the year before but the amount of people who would consider a move for the right role increased by 10%
Within recruitment we refer to these job seekers as passive candidates and it is a clear indication in a candidate short market that organisations really need to think about how to appeal to these passive candidates. The number one recruiting challenge to HR Teams in the non-profit sector was the shortage of skilled candidates. This is not unsurprising with unemployment levels at their lowest in many years. 2020 is once again going to be the year of the jobseeker, they have more choice and need to be attracted.
With this in mind the topic of attraction and retention is a driver for 2020 (if not the decade). A LinkedIn Global Talent Trends report recently stated that the No 1 trend is the “employee experience”. This is everything the employee observes, feels and interacts with as part of their relationship with their organisation. This is key to helping attract and retain talent. I would strongly urge that no HR Team underestimates how important this is and remember when looking at attracting new people the experience starts at the point when a candidate applies to your job, through the interview process, onboarding and beyond.
Ensure you give timely interview feedback to all candidates, whether successful or unsuccessful. You will be surprised at how often a candidate is left waiting for feedback or with no feedback at all. It can have a negative impact on your organisation if people are left hanging and is not at all good for your employer brand.
On this subject, how well do you know your employer branding? Speaking to a fundraising for marketing professional they will know the importance of the value proposition. Do HR Teams feel the same? How do you sell your organisation to potential candidates? How is your brand perceived in a competitive market?
The encouraging thing for the sector is that increasingly job seekers value culture over cash. According to 77% of respondents to the Glassdoor Job and Hiring Trends report last year they would consider culture before applying for a job somewhere and with 56% saying the culture was more important than salary when it came to job satisfaction. Transparency and accountability alongside a strong company culture and open and effective management are an imperative. This is especially the case among millennials and other generations under 45 as they enter the job market. As I said before a topic for the decade.
Having spent 20 years working in non-profit recruitment the one consistent has been the sector’s ability to attract people with purpose and this is a selling point that should not be underestimated. Aligning your employer brand and hiring strategy to your vision and culture is a powerful attraction tool if you want to stand out in a competitive market.
I would of course also recommend when choosing a recruiter (72% of active jobseekers state this is their no 1 preferred method of looking for a role) you select one who shares the same passion for working with people with purpose. If you would like to discuss any aspect of this further or ask for a copy of our salary survey please feel free to email me email@example.com