5 tips for creating attractive employership

HR/learning in organisations

As an employer, how do you ensure that you attract and retain employees? We have tips to help you increase your employer branding.

Tell me honestly: are you an attractive employer? We go one level deeper. Would you recommend that your own child or best friend with dry eyes come and work in your organisation as well? If you hesitate even for a second about your answer to this question of conscience, it may be time to check your employment status in various ways. To measure is to know! For example, list:

  • How many responses does a vacancy get?
  • How long does it take to fill your vacancy with the right candidate?
  • How high is the absenteeism rate?
  • What is the staff turnover in the organisation?
  • Do you score well with a employee satisfaction survey (MOTO)?

Will the answer to one or more of these measurement points ring alarm bells? Then it's high time to get your employer branding a bit to polish up! Here are a few tips to help you get started.

1. Attractive and surprising employment conditions

'A competitive salary'. It is such a killer in so many vacancy texts. Nevertheless, it is important to investigate whether your salary scales do indeed still match what is offered by competitors. Maybe it's time for a pay increase or extra indexation.

If you are bound by a collective labor agreement, there may be less to arrange on your own. Then we still have good news: you always have plenty of opportunities to stand out. There is usually enough room for creativity in secondary and tertiary employment conditions. And that's where the most profit can be made when it comes to happiness at work!

Where a good salary usually gets used to very quickly, employees are more likely to enjoy things other than hard cash. Pampering such as a tasty lunch or fruit, special trips or important things such as well-arranged study or family care leave, flexibility in working hours or extra vacation days are highly valued by employees and give you that extra advantage when applying.

2. Good tools and great comfort

Every employee wants to feel comfortable and safe at work. The quality and appearance of the furniture and the tools that have to be worked with largely determine how the organisation scores when it comes to employment. Not to mention productivity! Therefore, pay extra attention to the design of the workplace. Invest wisely in the entire company, from the boardroom to the workplace.

Give everyone ergonomically responsible furniture and a workplace at the right temperature, with nice lighting and plenty of fresh air. Provide employees in the workplace with good and safe tools that make work easier. And let office workers do their job with the right tools: user-friendly, intuitive systems that meet their needs.

Wait a while before surfing to the web shop of the first and best provider. We have another important tip: first ask employees exactly what they need! They probably know better what really works in practice than you do. Look at the results of your MTO, involve the Works Council and start a working group with a delegation from the target group concerned.

3. Take your employees seriously

Fortunately, the days when employees were seen as production tools are now behind us. People have become more empowered, usually know how to make their own decisions or where they could get knowledge. However, not every organisation is set up for this yet. Tight job descriptions, little participation or a lack of personal attention: that can all be difficult and is bad for you employer branding.

A few quick tips to put your employees in the spotlight:

  • Offer enough room for regulation so that everyone can provide some input from their own talent or experience.
  • Ask for feedback regularly. That doesn't have to take the most time. It can also be done online, so you can reach everyone quickly and process feedback easily. If you need tips for asking the right online questions, read one of our blogs on this topic.
  • Schedule an evaluation meeting with each employee a few times a year. Not as a must, but as quality time. Sit down with a good cup of coffee (or tea), listen, and don't forget a personal development plan to create (POP), so that you lay a good basis for the next steps.

4. Room to grow (or slow down)

Try to adapt as much as possible to the development needs of your employees. That does not mean that you have to promote endlessly demanding courses and training to every employee. Sometimes someone is in a phase of life that just requires a different focus. A carer, young parent or someone who has just returned from a long-term illness has just that little bit different from working hard. However, that does not have to mean that this target group does not need any attention at all when it comes to new knowledge and insights.

Through a nice broad developing a learning platform with attention to knowledge, but also well-being and fun, you keep everyone focused. In addition to heavier theoretical, subject-oriented food, also put vitality recipes, yoga exercises or a fun pub quiz online, so that it feels nice and familiar to occasionally browse around what to get. If someone feels the space to tackle a serious topic again, that step is just one click away.

Of course, the career tigers offer you as much room as possible to grow. That means a good, challenging range of courses that are preferred hybrid is inserted. Of course, vacancies are the first to be opened internally, so that people can seize the opportunity when it comes up. Are there few internal growth opportunities? Then see how you can make a job more interesting through a wider range of tasks or job rotation. Are you also sold out there for your talented employee? As an employer, then show yourself a sporty, benevolent bridging agent to another opportunity with another organisation.

5. Connection as a mood maker

An organisational culture stands or falls with the employees. They are the ambassadors of your organisation and radiate their experiences to the outside world. Therefore, make sure that colleagues get to know each other, can exchange ideas and work together. And invite them to stay in touch with management as well. A few ideas to help you facilitate this:

  • Set up sufficient meeting spaces on location that people can use flexibly for mutual consultation or fun meetings.
  • Actively invite employees to participate in a work or project group.
  • Provide chat options on your intranet or knowledge platform.
Need more ideas to promote mutual cooperation? Feel free to click through to one of our others blogs about this.

Do you need even more inspiration when it comes to employer branding? Contact us via chat. We like nothing more than thinking about possibilities!

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