As more businesses embrace remote work arrangements, the available workforce has expanded. While this means businesses can potentially tap into a global network of talent, it also means the competition for bringing on that top talent is heating up.
Businesses now and in the future must find ways to significantly differentiate themselves if they’re to attract and keep the top workers in their industries. To help, 11 experts from Forbes Human Resources Council explore ways businesses can remain competitive in a global, digital economy.
Members of Forbes Human Resources Council share ways businesses can attract and keep top talent in a competitive global marketplace.
Photos courtesy of the individual members.1. Embed your values into your hiring process.
Your values set you apart from other companies and allow future employees to see if your organization is somewhere they could feel a sense of belonging and add meaningful value. This means going beyond listing them on your careers page—instead, work to infuse them into interviewing, communicating an offer and onboarding. - Natalie Rast, stensul
2. Have a well-defined EVP.
A well-defined employee value proposition is essential. Both internal and external communication should define an inspirational, unique, unifying message: why we are all here, where we want to go, how we will get there together and the benefits employees get by going on that journey with us. The EVP should be tied to a greater purpose-driven vision, mission and strategy that differentiate your organization from others. - Maria Miletic, Blue Prism Software
3. Seek out diverse candidates.
Look beyond company roots and grow your team with people from different countries, cultures and backgrounds—those with diverse opinions and experiences. Doing so helps your company gain new perspectives and develop better solutions to business challenges. A diverse workforce could ultimately be the difference between missing or exceeding your business goals. - Crystal Williams, FLEETCOR
4. Offer enhanced flexibility.
When faced with two similar employment offers, 80% of job applicants say they would turn down the one that didn’t offer flexible work arrangements. Top talent has plenty of options, so prove to them you can adapt to their unique needs and work preferences in a way no other employer can. Promising autonomy and flexibility attracts promising candidates and empowers employees to do their best work. - Sean Fahey, VidCruiter
5. Don’t draw out your recruitment process.
When you find the right candidate for the role, move—do not ponder. Our remote world is a key benefit to the job seeker, so now more than ever, companies must expedite hiring processes to secure quality candidates. With that in mind, a faster recruitment process will give organizations the greatest chance to receive a confirmed offer from the candidate. - Nakisha Griffin, Virtual Enterprise Architects
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6. Tailor benefits for remote workers.
Competitive businesses need to re-create the benefits packages that have been touted for on-site employees for so long and switch to offering significant remote benefits packages that include such things as stipends or reimbursements for local co-working spaces, online health memberships and coffee perks, and competitive pay based on where the employee is located—not the company headquarters. - Laura Spawn, Virtual Vocations, Inc.
7. Provide opportunities for growth.
Top talent looks for career progression. We rarely talk to them about what role may come after the one they are being hired into. Showing that progression, suggesting timescales and introducing them to others who have done it is a great way to attract talent. Even better, show them how this can be done if they are largely working remotely. - Karla Reffold, Orpheus Cyber
8. Invest in technology that boosts the employee experience.
By prioritizing the well-being of employees, organizations can establish a distinct competitive advantage. A positive employee experience was once a “nice-to-have”—a workplace perk. Today, it is directly tied to an organization’s resilience and growth. Consistently delivering a great employee experience means investing in technology that can evolve and keep up with the demands of today’s workforce. - Susan Tohyama, Ceridian
9. Make employees feel cared for.
Focus on delivering an exceptional employee experience by supporting people’s whole lives. Top talent expects benefits and resources that help them perform at and feel their best, and they’re attracted to workforce cultures that resonate with their lifestyles and make them feel cared for. - Lorna Borenstein, Grokker
10. Deliver a message of empathy.
Build human-centric policies that demonstrate that you care. Create an empathetic culture where people are not just numbers. Empathetic, mission-driven messaging is vital both within the organization and in outside communication. - Nish Parikh, Rangam Consultants Inc.
11. Recognize that your team is your most valuable resource.
To remain competitive in the search for talent, employers must recognize that employees are their most valuable resource. Top talent has choices, and they won’t go where they don’t feel appreciated. By fostering a culture of appreciation and offering work-life balance, training opportunities and room for growth, employers send the message that they care about more than just their bottom line. - John Feldmann, Insperity
