What pain points are employers experiencing?
- More competition
Employers are experiencing more competition to entice candidates. The good news for job seekers is employers are now more open to looking outside of their industry – acknowledging people have transferable skills. The bad news for you is that now your people could be poached by anyone! - Salaries are up
Salaries have gone up in some industries already. To avoid increasing your costs a lot to cope with rising wages – now is the time to design a comprehensive Strategic Attraction and Retention Plan for your organisation – focusing on the key aspects of work which attract and retain talent. - Business is getting – well busier!
Are your people scrambling to meet end of year targets, provide services for clients, find suppliers who can deliver? Increased demand for services is coming faster than ever – don’t let your people feel overworked and overwhelmed now because Christmas is traditionally a time when people sit and ask themselves – “am I enjoying my job?” and, ofcourse, if they’re not they decide to resign.
How can you take action?
- Discover what people enjoy about jobs in your sector
Typically people love: workplace flexibility; a challenging, interesting role; and a great workplace culture. Opportunities for professional development are often sought too. What do your employees love about working for you? Ask me if you would like to find out.
- Find out why people leave your organisation
We know the old adage has a lot of truth – “People join companies and leave managers.” Find out why people are leaving your organisation and fix the issues fast. I can do structured exit interviews with your staff, if you would like. If it’s a culture issue lets work together to create a tailored “Managers Role in Retention” Program for your leaders. Let me help you tailor your employee value proposition to demonstrate the benefits of working for you to employees and potential employees. - Move fast
In this tight labour market, candidates are getting snapped up very quickly. Be decisive. If you don’t know why people are attracted to your organisation; how to attract and retain the talent you need for 2022; or how to prevent resignations – I can help you develop a Strategic Attraction and Retention Plan, Employee Value Propositions and Employer Brand. If you’re expecting lots of new applications in 2002 – let me help you design a robust competency interview and train your interviewers so they only recruit those who match the criteria for success in your organisation
Employers are likely to continue to have trouble finding quality staff as the candidate shortage continues. Ask me to help you to stay ahead in the attraction and retention of quality recruits.
Book your inhouse top team Strategic Attraction and Retention Planning Day with Bridget Hogg now by emailing bridget@developmentatwork.com.au or book in interview skills training, exit interviews, employee research or more. Enquiries: 0477 016966.
To see more case-studies and information about attraction and retention read some of the case-studies from Bridget’s work across Australia here:
Bridget has worked with over 100 organisations across Australia to help them develop their Strategic Attraction and Retention Plan. Book in your top team Strategic Attraction and Retention Masterclass now
Support for you
What can you do? There is support available right now!
If you want more help please contact Bridget Hogg, Development at Work Australia on
8322 8455 or bridget@developmentatwork.com.au;
https://www.linkedin.com/in/bridget-hogg-cahri-fglf-693881/
Want to learn more about improving workplace wellbeing, relational dynamics and communication skills? Ask Bridget
Bridget can help you to:
- See things differently so you increase your hope and optimism and “find a way or make one”
- Improve organisational and Executive wellbeing
- Identify the signs of mental health issues so you can address them to support yourself and your people
- Plan to strengthen workplace wellbeing, relational dynamics and communication skills
- Help you manage the people aspects of change and redundancy.