7 ways to make your company a more attractive place to work - LBM Journal

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As the number of open jobs increases and the number of available workers decreases, it’s going to continue to get more challenging to attract and retain the workers you need for your business to thrive. If you’ve been dealing with getting “ghosted,” counter-offers, or declined offers, consider the following tips to help make your company more appealing. If you see things on this list that you don’t think are important, remember to put yourself in the position of your employees and ideal hires and ask what’s important to them.

1. 1. Ask-listen-act. The simple process of asking your employees what matters most to them, listening to their answers, and then acting on what you’ve learned is all it takes to make your current employees happy and improve how potential employees view your opportunities. Use a free survey tool like Survey Monkey to find out what benefits they appreciate most, what benefits they wish you offered, and what non-financial rewards are most appealing, as well as an open space for them to share ideas and suggestions. Ideally, the survey should be confidential so they can feel comfortable speaking freely.
   2. Money matters. Money may not be the only reason people accept or decline job offers, but it’s a big part of it. In a candidates’ market like this, the biggest “lever” you have is compensation—it’s either going to work for you or against you. Keep in mind that if one employee leaves for a different job and gets a $3/hour or $10K raise, they’re almost certainly going to tell their old work friends or even try to get the referral bonus from their new company by sharing the names of everyone they liked working with.
   3. Paid time off. PTO isn’t a “perk” anymore; it’s a requirement if you want to compete for good talent. PTO or vacation time is something that helps most of us perform better and stay at our jobs longer, and the days of offering a week of PTO after a year are gone. For most hourly roles, two weeks of PTO is the norm; for professional-level roles, three weeks is the norm. PTO often includes vacation and sick time in one chunk of time; depending on the size of your company and state laws, you may need to separate the two.
   4. Flexibility. Few things matter more to the younger generations in the workforce. From scheduling systems that allow people to swap shifts to hybrid and remote opportunities, most companies are working hard to find ways to provide more flexibility and a better work-life balance. Yes, flexibility can be challenging for some roles and environments, but asking your employees what they want and if they have thoughts on how it could work without losing performance could lead to great ideas that will put you ahead of your competition.
   5. Opportunities for career development. One of the top reasons I hear from candidates who are considering making a change is that they feel they’ve reached the “ceiling.” The people in the positions above them aren’t likely to retire soon, and they just don’t see how they can continue to grow and develop at their current company. Smart managers continue to talk with their employees about their goals and try to find ways to meet those needs within the company.
   6. Education opportunities. The best employees want to better themselves. If you offer education reimbursement and opportunities for training and development, you are going to be more attractive. As the saying goes: The CFO says, “What if we invest in them and they leave?” and the CEO replies, “What if we don’t and they stay?”
   7. Appreciated, trusted, and valued. I’ve said it for years: I can’t recruit happy employees. When people feel appreciated, trusted, and valued at work, they have loyalty that is hard to overcome even for more money or flexibility. If you have a competitive compensation and benefits package and your employees know that you appreciate them, trust them, and value their contributions, you’re at a very low risk of losing them to other opportunities.

Rikka Brandon is a leading recruiter for the LBM industry. She’s the CEO of BuildingGurus.com and founder of RecruitRetainRock.com where she helps business leaders solve their recruiting and retention challenges.

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