Futurestep: Culture and employee brand top advantages for recruiting talent
The survey finds that as the hunt for talent is getting more difficult (61 per cent of respondents say it’s harder to find qualified candidates than it was a year ago)
Culture and employee brand are the top competitive advantages when it comes to recruiting talent, according to new research revealed by talent solutions provider Futurestep.
Nearly two-thirds (61 per cent) of respondents say organisational culture is the most important recruiting advantage for global organisations, followed by a leading employer brand at 26 per cent. According to the survey, companies focusing on offering “higher salaries” and “promoting quickly” alone may not be as competitive when recruiting talent, with responses at six per cent and five per cent respectively.
“Focusing on culture and how that brand is represented in the marketplace has a critical impact on attracting and retaining the talent that will drive business success,” said Neil Griffiths, Futurestep global practice leader. “The survey results indicate that employers need to think more broadly about what attracts top talent to their organisation.”
Futurestep’s Talent Communications practice helps organisations to both identify their Employer Value Proposition (EVP) and to create the messaging and tools that deliver a consistent employer brand in the market. Futurestep leverages multiple strategies from candidate sourcing, brand positioning and website development, to recruitment communications, social media campaigns and talent communities to enhance an organisation’s reputation as an employer.
The survey finds that as the hunt for talent is getting more difficult (61 per cent of respondents say it’s harder to find qualified candidates than it was a year ago). There is a strong need for employers to closely evaluate and understand what attracts and motivates the ideal candidates for their company. While salary continues to be the “top negotiation sticking point” at 51 per cent, “flexibility” comes in second at 33 per cent, followed by “title” at 11 per cent and vacation at four per cent.
“The challenge is for organisations is to listen to what employees want from their workplace, such as flexibility, and when possible, find a practical and effective way of delivering,” said Griffiths.
“In today’s digital, social and mobile world, it’s easier than ever to enable employees to work when, where and how they want to, as long as they remain productive.”
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