It’s no secret that today’s top talent is a part of what’s known as the job-hopping generation. Top millennial candidates are expected to switch jobs at least four times in the decade after graduation, compared to only one or two times for the previous generation’s candidates.
Why are millennials so prone to moving from workplace to workplace? These candidates know that switching roles with some frequency is a quick and efficient way to earn higher pay and grow their careers. However, in the midst of this trend, companies that manage to snag top talent struggle to retain them. What can your company do to hold onto these candidates? The answer is simple: focus on enhancing your company's culture by implementing the tips below.
A Genuine Purpose
A unique attribute of today’s millennial talent is their need for a company’s mission statement to resonate with them. Creating a mission statement not only establishes your company’s purpose as a whole but also offers your talent purpose to fulfill their roles well.
That said, it would be unwise for a company to simply put together a nice-sounding mission statement without deeply believing the values found within. Today’s top talent needs to know your company's mission, values, and morals are genuine, so demonstrated follow-through is of utmost importance.
Value Ideas with an Open Mind
A company that actively promotes problem-solving, creative thinking, and innovation is one that sets up success both for itself and its talent. Today’s generation wants to feel involved in their roles, within the company as a whole, and within their communities as well. Focusing on candidates who make up for what they lack in experience with creative thinking also improves company culture as well.
By listening and acting on ideas from those within your company, it demonstrates that ideas and creative thinking are highly valued, and provides top talent with an incentive to stay while really making a difference. Their ideas can be implemented in several areas, such as company betterment, community outreach initiatives, customer experience improvement, and more.
Get Involved
Previously established outreach initiatives work in your benefit to show potential candidates that your company lives its mission statement and cares about the community it calls “home.” In turn, this will attract the right candidates and get them to stick around, as they’ll feel part of something bigger than themselves to which they can truly contribute.
Intangible Incentives
Did you know 38% of today’s top talent wish they saw far more recognition in the workplace? Recognition not only improves morale and motivation but can also make employees feel more connected to a company and aid in personal growth. A company that openly values its employees can also dramatically reduce turnover rates.
What’s more, highlighting a demonstrated recognition program can attract the right candidates to you as well, by showing them how much value your company places on its talent before they’re even hired.
Promote Learning
One of the most effective ways to retain talent and reduce turnover is by promoting professional development. Including ongoing training in your company benefits both employees and the organization itself. Millennials crave further knowledge, enhancement of personal skills, and career growth; if they can’t get these things from your company, they will look to companies where they can. Additionally, the costs of providing career development training are nothing compared to that of managing high turnover.
Uphold Strong Leadership
Increasingly, however, candidates are now taking a deeper look at management in order to gauge the leadership style of a business before they’re even hired. As such, it is imperative to ensure your organization has strong leadership professionals on all fronts that actively demonstrate the company’s goals, values, and mission.
Focus on Teamwork
Alongside strong leadership, candidates also look for the quality of teamwork found within a company’s culture. If your company truly nurtures and promotes teamwork and team building, top talent is more likely to stay and candidates are more likely to say “yes” to an offer.
While the occasional out-of-office team building initiative can help turn an office into a community, teamwork should be promoted and honed at all times—and on all fronts—to give employees and the organization itself a real sense of strength. Teamwork should be a regular feature of your company’s culture if you want your talent to stay.
Highlight Growth Opportunities
One of the trickier ways to attract top talent and keep them around, especially for smaller companies, is providing a clear path for career growth. As difficult as this can be, it is highly important for candidates and talent to know they can grow their careers within the company after they’re hired. This not only includes professional development and filling new roles, but also closing the monetary gap that so many millennials hop from job to job in search of. Not only will this set your company apart, but it will inject a focus on growth into your company culture, which will leave a lasting impression on candidates and employees alike.
Hire the Right Talent With One Innovative Tool
When you need to attract top talent who fit (and stay) within your company’s culture, GoGig is the answer. Our unique hiring solution helps you not only keep track of a candidate’s skills and experience but highlights their personality and ability to fit within the culture of your organization as well to promote lasting relationships for both. If you’re ready to hire and keep the perfect talent for your company, then sign up for GoGig today and we’ll get your started.
