How to attract and retain talent in 2023

Attracting and retaining talent can feel like a complex riddle. Looking back in the wake of the ‘Great Resignation’, it’s easy to scratch your head and think, “Where did it all go wrong?”

But your primary focus needs to be internal. Namely; improving culture, offering comprehensive benefits and establishing clear career progression. Because in order to determine how to attract talent, you first need to recognize what’s keeping talent away.

Why is it important to attract the right talent?

In the same way a chef will seek out the finest ingredients, first-rate employers are always looking to attract the best talent. Because when every component is operating at full capacity and firing on all cylinders, the entire operation is elevated. But in the US alone, voluntary turnover in 2022 jumped 20% above pre-pandemic levels – that’s some 37.4 million people quitting their jobs, in search of better opportunities.

While there are plenty of shared wants, we’re all individuals who crave different things. This is what has historically made attracting the right talent so difficult.

Subsequently, long-held markers for job satisfaction have evolved. And there’s a legitimate sense that the grass is indeed greener on the other side.

When it comes to aligning talent and companies, we’re talking about evocation of a feeling. When hunting for the right role, employees are looking for how a company feels as much as the tasks they’ll be performing. And astute businesses should be aspiring to meet those expectations, as a culture fit naturally breeds commitment and dedication in the workforce.

Seven ways to attract the top talent for your business

Self-reflection

As with any major change or pivot, you don’t want to blindly alter course. It’s vital that you take stock and ascertain what went wrong. Both internally – citing aspects to be improved – and externally – through competitor analysis. Leaver surveys don’t necessarily offer a huge range of options, but it’s clear the reasons people resign are uniform.

Survey your current staff, find out why they stay. Without being dismissive, chances are you’ve been working at your company for a prolonged period and have reaped the benefits. This, regrettably, warps your perception, making it near impossible to establish how an outsider regards your company.

Write attractive job descriptions

This may not sound like the most innovative way to attract talent, but before you can even court people to work for your company, they have to know what’s on offer. And with so many enticing roles available, yours needs to stand out. But being attractive is only half of the solution. The other aspect is an honest picture of what’s to come. So be candid.

Write in a tone that mirrors both the interview process, as well as the day-to-day rapport. That way, potential new employees will have an early insight into that feeling of compatibility they’re seeking out.

Provide a truly welcoming culture

The first step to maintaining talent is to foster belonging. That means providing clear onboarding that doesn’t overwhelm. Ensuring you don’t chase your new hire straight back out the door they came in. This goes beyond performative gestures and is your best chance to earnestly practice what you preach.

Did you present yourself as a progressive, dynamic company? Then show them that. Give your new employees the tools and support they need to thrive.

Offer a bright future

In uncertain times, employees want and need to feel safe. But safe and stagnant aren’t the same thing. It’s the difference between not worrying about your next paycheck and the fear that you’re stuck in a rut.

As such, your company needs to reassure talent that they won’t end up exactly where they started five years prior. In wider terms, this means a practical strategy for personal growth, career progression and the roadmap to achieve them.

Comprehensive benefits

Herzberg’s two-factor theory provided a solid foundation to understanding job satisfaction. But we need to throw out the 20^th century rule book and write a new one. People still want to be rewarded for their hard work, but why should that reward be so inextricably tied to the workplace itself?

The vast majority of employees don’t define themselves by their occupation. They want to live their lives comfortably. And in doing so, will feel valued, resulting in a more rested and dedicated workforce.

Trust, autonomy and support

As children, our lives are dictated by parents, teachers and authority figures. But when we enter the workforce as adults, this continued degree of overbearing control is restrictive. So, finding the balance and giving your employees the chance to forge their own path is crucial.

Setting goals is a great way to track this. And implementing an equilibrium between ‘ends’ and ‘means’ is a sure-fire way of attracting talent in 2023.

Appreciation

The days of quirky offices with slides and beanbags, or pizza days instead of pay-rises, have become the thing of cliché. Worse yet, mockery. This was based on the principle that in order to attract talent, said individuals had to feel like they weren’t at work. It was a novel idea, but the reality is that people actually want to be appreciated for the work they do.

This veneer of dynamism is initially appealing but is incomparable to ringing endorsements from respected and valued staff.

You’ll find a dizzying array of talent experts at UNLEASH America 2023. Get more info and discounted tickets here.