The Netherlands is in the midst of a labour crisis, and it has recently hit new heights, with over 400,000 jobs available across a range of sectors. Put simply, there are currently 133 vacancies for every 100 unemployed people searching for a role. This is causing serious issues for employers — competition is tough, and it’s harder than ever to attract top talent to their companies. In this article, we share our top tips for recruiting and retaining top talent.
Provide competitive salary and benefits
Let’s start by stating the obvious: if you want to attract top talent, you’ll need to provide competitive pay. Candidates currently have their pick of roles, and if they’re considerably more qualified and talented than their peers, they’ll likely be fielding multiple job offers. If your company is serious about securing the best of the best, a competitive — or at least market — salary is non-negotiable. That being said, it’s not just about financial compensation.
The most desirable candidates also look for enticing secondary benefits. This can include a health insurance allowance and a work-from-home allowance to make their workspace more comfortable. Vacation days also rank highly in candidates’ desired benefits: if you can’t provide more than 25 days of holiday annually, providing employees with the option to buy more holidays is a good compromise. Similarly, if your company isn’t able to increase salary offers, alternatives like unlimited (paid) vacation can help attract candidates who might otherwise look for roles elsewhere.
Build a flexible work culture
If the pandemic has taught us anything, it’s that employees value having a job that can fit around other commitments in their lives. From caring for a sick relative to picking the kids up from school, employees want to have the freedom to pick and choose their hours (up to a point). Ensuring a flexible work culture within your company will be key to hiring and retaining top talent. If a candidate has an offer from a company that allows 80% remote working, it’s unlikely they’ll accept a job that requires them to be in the office 5 days a week, from 9am until 5pm. Times are changing, and companies that recognise this and adjust their policies accordingly will have the best chance of attracting outstanding candidates. Flexibility is no longer reserved for freelancers: for many looking for a role in a typical company, this is the deal-breaker requirement mentioned.
In a similar vein, as remote working has become the norm, candidates are looking for the possibility to work abroad for part of the year. The feasibility of offering this perk will differ based on industry, role and company type, but allowing some flexibility in work location will go a long way for candidates. As working from a sunny European island for a few weeks a year becomes normalised, companies that don’t offer this perk will be at a disadvantage when it comes to attracting and retaining talent. It’s not necessary for your company to go fully remote: as an example, some offer the possibility to work abroad for up to 40 days a year, while other companies allow travel, but require employees to remain within European timezones.
Live up to your promises
Once you’ve hired your dream employees, it’s crucial that your company lives up to the promises it made in the hiring process. If one of your ‘selling points’ to candidates is the freedom you give employees, it’s important that you reflect this in reality.
Employees don’t want to be micromanaged: instead, they’re looking for mutual trust and respect, and the space they need to get the job done. Be careful: if employees feel like they’ve been mis-sold on what the role involves, the hours required, or the freedom they’d have to work on projects throughout the company, they won’t hesitate to look for a new role. This is where open channels of communication come into play, so you can be aware of challenges as soon as they arise, and deal with them immediately. This will help ensure you retain the talent you worked hard to attract and will avoid unnecessary costs that come with finding new employees.
Highlight your company values — and walk the walk
Candidates are more focused on their employer’s values than ever before. This is particularly evident with Gen Z, the newest cohort to enter the job hunt. The importance they place on mission, vision and values comes across in their consumer habits, and also in the companies they choose to work for. Candidates want to feel like they can relate personally to their employer, and that they have a passion for their mission. Attracting candidates who are aligned with your mission is good for business, too: according to Forbes, “mission-driven workers are 54 % more likely to stay for five years at a company and 30 % more likely to grow into high performers than those who arrive at work with only their paycheck as the motivator.”
Provide room for career growth
It’s important to remember that the best employees will be fielding job offers from other companies keen to snap them up whilst they’re working for you. The best way to ensure a high retention rate is to provide opportunities for growth within your company. It’s an often-cited fact: people who move jobs every 2 years can earn 10%-15% more each time, compared to employees who stay in the same company. You can counteract this trend by ensuring employees have access to learning and development opportunities during their time at your company — and where relevant, the chance to grow into leadership and management positions. Candidates in 2022 are looking for access to training, continued education and cross-functional growth opportunities, ensuring they’re always sought-after by the world’s leading companies. If you have a limited budget for learning and development, consider implementing mentorship programs, allowing junior employees to learn from their seniors.
Recruitment process top tips for attracting the best employees
In the middle of hiring, and looking to attract stellar talent? This list provides you with the dos and don’ts you should follow in order to hire your dream employees.
- Be as transparent as possible during the hiring process, whether that’s about salary, holiday days, or anything else the candidate should know.
- Explain the role in-depth, so that the candidate is fully aware of what they’re signing up for. There’s no point in over-selling to sign a new employee, only for them to leave a few months down the line.
- Keep an open mind when it comes to secondary benefits. Everyone’s different, and some candidates will be willing to accept a lower salary in return for more holiday days, for example.
- Develop a connection with the candidate during the interview process. Even if you don’t end up hiring that candidate, a smooth and enjoyable process will ensure they’ll recommend your company to their friends in the future.
- Give the candidate an insight into your company culture, whether that’s talking about your annual retreat, your weekly socialising opportunities, or the fact that you allow (or even encourage!) employees to bring their dogs to work.
- Provide feedback to unsuccessful applicants. This isn’t always realistic from a time perspective, but where possible, candidates really appreciate feedback on their unsuccessful interview, whatever the reason. Your goal is to establish your company’s reputation as a supportive and nurturing environment.
Partner with Adams Multilingual Recruitment to streamline your search, save time, and ensure your company’s continued success.