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Change & Transformation3 MIN Read

3 Attributes Your Company Should Have to Attract Top Talents

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Tigerhall Team

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3 Attributes Your Company Should Have to Attract Top Talents

Come to think of it, talent recruitment is not unlike a romantic courtship: both are heuristic processes where one party showcases their strong suits in hopes of capturing the attention of ‘the one’. Despite their best efforts, the process could still fall short of fruition if a mutual connection is lacking.

To avoid disappointment, it’s important to know your candidates and what they want in order to make relevant offers. In this article, we discuss the three attributes that could greatly improve your odds of a successful recruitment!

Learning & Development Opportunities

Employees increasingly recognize their skills and expertise - instead of the amount of labor or time clocked in - as their vital assets. They are also aware of the risk of being ousted by fierce competitions if they remain stagnant, like cash left depreciating in a safe deposit. Naturally, they seek to insure themselves with continuous growth. As such, training and development is regarded as a company’s most important policy by 68% of employees. It’s also sought after by 76% of employees, who see career growth opportunities as a company’s investment in the workforce.

Learning opportunities are equally crucial for employee retention. Without proper training, 40% employees would leave their jobs within the first year. All signs point to a requisite for a comprehensive learning plan, which could include on-the-job training, mentorship program, on-the-go learning, as well as exposure to more professional skills and knowledge.

A Strong Company Culture

Company culture is an abstract idea with very tangible implications, two of those being recruitment and employee retention. With Gen Z making up 24% of the 2020 workforce and more millennials set to enter the scene, it would be wise to start prioritizing their expectations. Coincidentally, they value company culture more than anything else.

Essentially, employees pursue a sense of purpose in their work beyond just making money. Prior to jumping onboard, mission-driven candidates could try to align their beliefs with that of the employer’s to evaluate their long-term fit. While market and job demands could change rapidly, cultural fit ensures that the employee continues contributing to a cause they believe in. When a company gets people to resonate with their core ideology, loyalty is more likely to be earned.

Great people

Even in recruitment, the law of attraction is at work: great people attract great people who want to work with great people. Workforce dynamics have been identified by 56% of millennials and Gen Z employees as a significant enabler of their best performances. In fact, hiring and retaining great people go hand-in-hand with cultivating a desirable company culture. As Dr. Cameron Sepah puts it, “your company’s culture is who you hire, fire and promote”.

A workplace made up of people geared towards a shared vision gives off a good impression and positivity. It perpetuates the image of an office with minimal politics, where information and knowledge flow freely for the benefit of the common goal. Candidates will also be drawn in by leaders and seniors who readily offer help and guidance, particularly in the early stages of their employment. These attributes in turn provide a healthy and appealing environment in which employees will grow and thrive

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