Are you an employer of choice? Do employees seek you out to work for you? What’s your reputation out there in the work place?
The type of question likely to be asked by an interviewee today is, “Why would I want to work for you?” I was sitting on an interview panel the other day and a candidate asked just this question. The unthinkable had been asked! But staff are in a much more commanding position today and you have to be prepared to sell your company to them. Despite the Global Financial Crisis, here in Australia there seems to be plenty of work about. Individuals can be choosy about where they work and for whom. So what is it they are looking for and can you satisfy their demands?
What’s in it for me?
It may be time for you to think differently about what your company is offering. Are you immersed in company branding and values to such an extent that you lose sight of the bigger picture? An interviewee will consider the culture of your organisation but his focus will be on a different set of criteria:
· What career development will I be offered?
· How does the company look after their employees?
· Do they really value them?
· What’s this company’s reputation out in the workplace as an employer of choice?
What’s in it for me is the bottom line for the candidate!
Have a look at your interview processes. Maybe invite someone onto the panel who will be working with the candidate. They will be able to assess the candidate’s ability to fit in, and provide a refreshing insight of the company. Or get a person in who is independent of the organisation to help you with the recruitment process. He or she will provide a frank and unbiased assessment which you can consider and which may force you to reassess how your company operates.
I can hear you asking “That’s all very well for the candidate, but what’s in it for me, the employer?”
Firstly, the interview is a great opportunity for you to promote your business. You should be proud of what you do and assured that your company is the best to work for. Secondly, if this person is good, then you want them working for you, and not for the opposition! Regard the interview process as a two way conversation to share information, not as a grilling session.
Once you have employed someone, how do you look after your staff? Do you continue to engage them after you’ve sold them the job? Will their work challenge them and motivate them? Can you continue to offer them opportunities to grow? You must have in place procedures which address all these issues and map out a clear career path.
It’s not just Generation Y who are looking for work-life balance. Many mothers returning to work want to be fulfilled in their jobs, but are looking for flexibility. Increasingly, men play a larger part in running a household, so they, too, are looking for understanding and tolerance.
Attitudes to work have changed. It is no longer just about the money or the career. So you need to change too and refocus your business priorities if you want the best outcomes. With a satisfied employee you have a motivated and happy worker keen to contribute to the success of the business.
You’ve got the win-win outcome you wanted!
Kool Results ... putting you first Personal & Business CoachingPhone: 08 8376 3492 Fax: 08 8376 3493 Mobile: 0438 017 873Email: fiona@koolresults.com.au Web: www.koolresults.com.au Blog: http://kool-results.blogspot.com
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