New research has found that being a Dream Company – one that shows it cares about employees, provides them with learning and growth opportunities, and promotes work/life balance – drives retention, engagement, and talent attraction.
Your recruiting strategy should be an integrated partnership
between strategy and tools. There is no secret sauce. However,
if you broaden your approach and your definition of recruiting,
attraction and connection, the goal of finding the right talent
becomes increasingly attainable. Try creating a multi-faceted
approach to talent attraction using target audiences and ads.
Create a robust strategy to connect with talent in your lead
management tool, social network, and career site or
recruitment technology system. Be willing to change and try
new tactics, even if it means starting small. There are countless
ways to approach a truly social strategy for recruitment – when
done right; they yield great results that can actually prove ROI.
Embrace that recruiting is marketing and change how your team finds, attracts and connects with the next great employee
for your company.
Compensation—whether hourly wages or annual salaries—is a talent attraction magnet, a general employee motivator, a retention technique and a measure for the health of your business (and the economy as a whole).
But there’s often confusion around salaries, both in what today’s accurate ranges actually are, and if every department within a company truly needs to evaluate compensation. Incorporating a strategic salary program that aligns with business goals requires a comprehensive understanding of the current labor landscape, and the role employee pay plays in every department within
This guide will discuss why compensation strategies should be discussed across departments, and how your company can address employee earnings today to help you maintain the right approach tomorrow.
Let’s get started.
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