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The art of bringing your people on the journey
Despite the recent uplift in Australia’s unemployment rate, the country’s labour market remains tight with record-level job vacancy numbers keeping workers very much in the driver’s seat. Employers are left wondering how they are going to fill their vacancies and beat out competitors to get the top pick of candidates.
Early in the pandemic, renowned Global HR expert Josh Bersin highlighted Employee Experience (EX) as the new battleground in the war for talent - a statement that has only grown in relevance amid the great resignation, economic downturns, and evolving worker priorities as they look to focus on health and wellbeing after the last few years of disruption and uncertainty.
Understanding Employee Experience (EX)
So, what is employee experience (EX), and why should we care about it?
EX encapsulates every interaction and experience an employee has with your organisation, from the initial job advertisement to their exit interview. It's a holistic view of their journey, reflecting your business's essence and reputation as an employer.
Prioritising EX isn’t just beneficial; it’s essential for attracting and retaining top talent, serving as a competitive advantage in today’s tight labour market. It’s so important that every leader should be prioritising EX as an essential and ongoing business strategy.
How to elevate EX in recruitment
OUR TOP TIPS
1. Start early
The employment journey starts a lot earlier than you think. From how vacancies are advertised to communication and interview processes, these are all leading indicators of EX. Make a positive impression early to build a strong foundation for employee loyalty.
2. Be flexible
Adaptability when designing the role can significantly broaden your talent pool. Are you prepared to compromise on the skill set? Would you consider making the role part-time or job share? What’s your approach to hybrid working? Would you consider a candidate from another sector?
Be prepared to consider candidates from diverse backgrounds or those with different levels of experience, focusing on potential and cultural fit over perfect skill matches.
3. Revamp your job descriptions
Your job listings should not only highlight remuneration but also the unique aspects of your culture, benefits, and community contributions. A compelling job description can differentiate your organisation in a crowded market, so be willing to change it up and see what works.
4. Leverage your networks
Utilise your existing employees as brand ambassadors. Implementing a referral program that rewards successful hires can enhance your recruitment efforts and foster a sense of community and inclusion within your team.
5. Keep the door open
An unsuccessful candidate today might be the perfect fit for a future role. Ensure every candidate interaction, even rejections, is handled with professionalism and respect. This approach not only preserves potential future relationships but also enhances your employer brand. You never know when your paths may cross again.
It can be tough to hire great talent in a tight labour market, and just as tough to keep your people once you’ve hired them. Be sure to put as much into delivering an outstanding employee experience as you do for customer experience, it will make all the difference in winning the war for talent.
Remember, the key to successful recruitment and retention lies not just in attracting talent but in creating an environment where employees feel valued, engaged, and supported throughout their journey.
