Attracting and Retaining Talent

Kelly Games – HR Advisor at CODE

Recruiters spend endless hours and a lot of money to bring candidates in for interviews, but even if you’ve hired the best candidate, retaining the employee is a struggle that many managers face. Workers feel less loyal to the company they work for than they did in previous decades due to more frequent layoffs and retirement pensions not as desirable anymore. Employees are more willing to jump ship if they find better pay or enhanced company benefits elsewhere.

So, where does that leave you in regards to staffing? It may be that you need to look at changing the company culture to retain the loyalty of your employees and to attract better quality candidates.

By reading on, it suggests you are interested in how you retain your employees or how to attract more candidates to your organisation, so let’s explore the options you have.

Driving organisational success can be found with your employees. By providing them with responsibility within the company can create a direct tie to the performance and success, which ultimately drives better work and motivates employees to push themselves out of their comfort zone. If there’s a clear vision for the company and a career path for the employee and where they slot in will enable them to drive towards success and work towards the goals they’ve been set.

An essential part of retaining staff is by supporting and training them efficiently to do the job they’ve been hired to do. This may seem like a simple step in the recruitment cycle, however, so many organisations make the mistake of setting high expectations around the type of support and coaching that will be received on joining the company, but not following it up. This results in employees being left to figure things out for themselves, resulting in a lot of frustration.

A job well-done!
Regular feedback on a job well done is always a great way to show appreciation to staff. Employees may over time feel that their work isn’t valued, but everyone plays a part in a company’s success and the small contributions like a thank you message on a Post-It note or praise during a staff meeting can mean more than you realise.

Providing variety can be difficult but employees will appreciate taking on new challenges and the opportunity. A company’s worst enemy is boredom, as it leads to disengagement. Ask your staff what they’d like to learn or get involved in and you may be thrilled with the results.

Offering benefits beyond the basics is an option worth considering due to growing job competition. Good wages are important, but so are good benefits. A solid employee benefits package can improve your business and increase loyalty, focus, attendance, productivity and help attract talent and retain those employees too, which can help you stand out from competitors.

In addition to benefits required by law, other benefits are provided by companies because they feel socially responsible to their employees and opt to offer them more. Some benefits include health insurance, dental insurance or treatment, vision care, life insurance, legal insurance, enhanced annual leave and sick leave, gym membership, enhanced retirement plan, and flexi-time. These are just a few examples of benefits that you can introduce to your employees, and the more you can offer, the more competitive you become as an employer.

Making a difference
Many millennials don’t simply want a wage, they want to make a difference. While not every company’s mission will impact the world, leaders should know and be able to showcase how they’re making a difference for the good. By promoting and talking about these traits will attract the right people that share the same mission and will help to promote it also.

Company culture
Workplace culture is the character and personality of your organisation. It’s made up of your leadership, values, traditions, and beliefs, and the behaviours and attitudes of the people in it. Having a positive workplace culture is vital to delivering high quality services. So, what sort of traits can you look for in a company, you may ask?

  • Ensuring management are open, visible, approachable and empower others
  • Embed a person-centered culture of fairness, support and transparency
  • Ensuring managers encourage and support a strong focus on inclusion, equality, diversity and human rights
  • The workplace culture meets the needs of the staff and care and support them
  • Ensure your employees problems and concerns are always a priority and you’re committed to resolving them

At CODE, we can help guide you and your business to improve staff retention levels and attracting quality candidates during your recruitment campaign. Using our tools to create a thorough induction, and policies to ensure equality, diversity and fairness are part of your company’s culture.

Kelly Games has recently joined CODE’s Total HR team providing daily expert HR advice and support to CODE’s member base of more than 3,000 practices. Kelly holds the CIPD Level 5 qualification in Human Resource Management and has developed her HR knowledge and skills by working in various sectors.

For more information on CODE’s Total HR service visit or call the team on 01409 254 416.