Think about your competitive advantage
Before recruiting you need to think about what employment benefits you can offer that would be attractive to prospective employees. Develop a list of realistic benefits that you are able to offer such as:
flexible work arrangements;
training and development opportunities;
competitive salaries; or
a positive brand and business reputation in the community.
Think about what your competitors are offering.
Your business is more likely to attract the best and brightest if you can offer a better or different collection of benefits from those of your competitors.
Reputation and employer branding
When competing for skilled employees, your reputation and the image of your business
can be a key factor in attracting job seekers to work for you. If your brand is well known and respected in the labour market, then you are more likely to attract more candidates for job vacancies.
A business with a positive employer brand is more likely to:
attract more candidates and therefore have the pick of the best candidates;
create a business identity that is embraced and promoted by current employees; and
have the best employees and therefore be more competitive in the market place.
What you can do to build your employer brand and reputation
The processes that you adopt to attract, recruit, select, induct, train, lead and manage your staff can collectively reinforce your employer reputation.
The following ideas can help you develop a positive business reputation:
Develop clear and consistent policies and procedures
This helps all employees know what they are supposed to do and how to go about it.
Conduct thorough inductions so that new employees understand your business brand and feel welcomed into it.
Offer training and professional development opportunities
In an environment where a skilled workforce makes the difference between a successful business and a mediocre one, training helps to equip your employees to do the job for today, as well as being able to meet the demands of your customers for tomorrow. Offering training and professional development demonstrates your interest and investment in your staff’s future which can help them to feel valued in your business and to develop loyalty towards your business. Cultural competency training can support the development of a culturally inclusive workforce.
Model effective leadership and management behaviour
Lead by example. If you want people to behave and work in a certain way, make sure this is supported and reflected by all managers and leaders in your business.