Can you win the war for talent when you are unable offer the highest salary?
The answer to this question is yes you can. Whether you are a start-up, growing or mature business, here are some ideas for you to think about during your recruitment and selection.
Enable Progression and Help Achieve Career Goals
When interviewing candidates, be clear about the opportunities available to them. Ask them where they want to be in one, two or even 10 years time. What are their career goals? What do they need to achieve them? Discuss a clear plan for their progression, plot the road ahead and help them buy into the role that you hope to recruit them for.
Be open and honest. If you identify their motivations and know that they cannot be realised either in substance or time scale with you then show them that you will be happy to develop their career to a point before they move on to their next role.
If you cannot offer someone the best salary – for the time being at least – it is important that you present a realistic strategy that puts them on the path to earning more in due course, even if it is not with your business.
It is about helping people’s careers and that in turn is a great boost to your public image.
Explain your Business Culture and Evidence the Success of the Culture
Why is your business a desirable place to work? Do you have values that everyone buys into? A Diversity & Inclusion policy? An environment where employees feel valued, safe, motivated and somewhere they belong?
Most candidates now check for Diversity & Inclusion policies as well as your Sustainability Policy before they even attend for interview, culture is often the most important criteria for candidates when they consider a move.
Telling potential employees that you are responsible, inclusive and a great place to work is easy – anyone can do that. Proving it to them – whether through the diversity of your workforce, training opportunities or community projects – is what matters and may make the difference when convincing someone to join.
Do Not Simply Allow Flexible Working, Encourage It
Remote working is more likely here to stay. Employees do not want to be forced back to the office full time, they are looking for autonomy to have some flexibility therefore companies that help them better balance work and their personal lives are better placed.
If you not only allow flexible working but actively encourage it – and equip employees with the best technology and even home office equipment – you will stand out from the crowd and find yourself in a stronger position to attract candidates.
Focus on the Entire Remuneration Package, not just salary
Salary is important but remember that money is one element of what you can offer. Along with flexibility, better progression and a diverse and inclusive workplace, I have always asked candidates and employers to consider the whole package.
From access to Healthcare Schemes and above statutory (or even unlimited) holiday and Maternity and Paternity pay to forward-thinking Bereavement Policies – it is time to think outside the box. So what can you offer people that other employers don’t? What would make you want to work at your company?
For some candidates, money matters above all else and always will. But from my experience, the number of people who prioritise other aspects of a job – such as role requirements, corporate culture and values, leadership, relationships with managers and team, training and development opportunities, career progression, location and flexibility, diversity and inclusion and company benefits – all play their own significant parts.
If you can tap into this when recruiting for your next role you could well be onto a winner.