Finding the perfect candidate for an open position at your company is a great feeling. But be warned: the latest studies show that there is a good chance that the best candidates are already considering offers from at least two other companies. The war for talent is on, and winning it requires a comprehensive strategy for attracting, recruiting, and retaining quality employees.
Alexandra McGroarty, Co-Founder of McGroarty and Company Consulting, understands the challenges that companies face when trying to attract and retain top talent in today’s job market. Alexandra is an accomplished and results-driven Human Resources consultant with extensive experience in recruiting and placing top talent in positions ranging from the front lines to the C-Suite. She is also a Certified Diversity Professional and Certified Professional Coach.
From its offices in Mt. Laurel, New Jersey, McGroarty and Company provides HR support throughout the Tri-State area (NJ, PA, and DE), US, and globally to HR and business communities. In addition to business consulting, McGroarty also serves the local and global communities with a wide range of philanthropic efforts.
Alexandra’s upcoming book, “Bridging the Gap - Reducing Gender Bias in the Workplace,” draws upon her extensive HR experience to provide a roadmap for improving culture in a wide range of organizations. She believes the key to successfully winning the war for talent in 2022 is having a strong employee value proposition, and marketing your company’s culture and brand in the right way.
“Culture and value proposition remain at the top of the list for attracting talent,” Alexandra explains. “How are you adapting with the times? How are you ensuring your colleagues feel like they belong and are a part of the culture, even though you may only see them on Zoom or Slack and never in the office?”
A recent Glassdoor survey reveals that 77 percent of job seekers consider a company’s culture before applying for a job. Among millennials, 65 percent said culture is more important than salary. Stats like these support the belief that companies need to lead with an attractive culture, but what does that look like in 2022?
HR experts are finding that the leading trend in workplace culture for 2022 is an increase in remote and hybrid work models. While the COVID-19 pandemic mandated the initial move to remote work, the latest stats indicate that people are in no hurry to return to the office — even as COVID risks recede. For those looking for work, a flexible and remote arrangement is seen as a perk.
“Employees’ expectations have changed,” Alexandra explains. “There is so much more opportunity to work from home now. What once seemed unfeasible in terms of a work arrangement is now the norm, and expected by employees. Gone are the days that most jobs require individuals onsite from 9 to 5, Monday to Friday.”
The shift to remote work has become a double-edged sword for employers. One the one hand, it boosts a company’s value proposition by promising prospective employees higher flexibility and lower work-related expenses. On the other hand, it adds a host of challenges to employers when it comes to maintaining a healthy corporate culture.
Crafting a positive employee experience in that tension is challenging. Often, workers report feeling disconnected when working from home. Some reports show that remote workers exhibit less loyalty toward their employers. Both situations make retention more difficult. Companies that can discover how to deliver an employee experience that fosters connection, while also allowing for flexibility, will have a clear competitive advantage in today’s job market.
Alexandra believes the path forward involves employers shifting their mindsets to embrace the shift to remote work. “I am a firm believer that the biggest change companies need to make to win the talent war is in the area of mindset,” Alexandra says. “Do your teams, including everyone from managers down to front line employees, really need to be in the office? Do they want to be in the office? Are you asking these questions before mandating a back to the office rule?”
As Alexandra suggests, today’s workplace expectations demand that companies be willing to listen and evolve. Top talent is looking for more than a healthy paycheck; they want a positive and empowering employee experience. An attractive value proposition will promise to meet the need for flexibility, while also investing in high potentials and high performers in a way that allows them to connect, contribute, and develop.
Photography by: Courtesy of Alexandra McGroarty
