Very often these days, we see companies that strive to be viewed as employers of choice plugging their foosball tables, Friday happy hours, and office dogs to help attract and retain top talent. That’s all fine and good; however, one aspect of brand positioning that companies should consider focusing on is their HR department. Yes, really. The human resources function truly is critical in positioning a company as a leader. “But wait,” you might be thinking, “isn’t that what marketing is for?” Well, yes and no. Marketing is tasked with promoting the company as a whole to clients, prospects, investors, and the general public. The human resources department, on the other hand, represents the company brand to candidates and current employees in an entirely different manner.
As their broker, you should be reinforcing the fact that your clients must put a fine focus on determining what their HR executives are doing to help promote the company to top-level candidates. With employment rates hovering around four percent, the war for talent is very, very real, and recruiters can only work with the tools they’re given. While some Millennials and Gen Xers certainly do appreciate a free beer on Friday, they are also paying close attention to “traditional” types of benefits such as insurance and learning and development. Having a solid benefits package in place is where companies can truly shine when it comes to attracting talent.
SHRM's 2017 Employee Job Satisfaction and Engagement survey report shows that the top three benefits employees value are health care, leave and flexible work schedules.
Coming Soon: Open Enrollment
With 2018 open enrollment right around the corner, it’s important that you help your clients develop a communications program to address the varied benefits needs of the different generations in the workplace.
The 2016 International Foundation of Employee Benefit Plans’ Benefits Communication Survey Results found that, among the 40 percent of employers that used benefit communications based on employees’ life stages, 81 percent reported their efforts were successful.
These efforts will go a long way toward improving employee engagement.
Open enrollment is also an extremely hectic time for HR, with high volumes of data being entered in a relatively short period of time. Any type of shortcut that can be implemented (and that will preserve data integrity) is valuable. When your clients’ HR, payroll, and benefits functions are integrated, instead of spending time on heavy paperwork and collecting and inputting employee information multiple times in multiple databases, HR teams only need to enter employee information once, into a single user interface. This integration can save money and time, as well as help ensure that data entry mistakes are reduced.
In addition to a great benefits plan, the onboarding experience for new employees is also an important component of your clients’ brands.
New employees decide whether they feel at home or not in the first three weeks in a company. The consequences of a weak onboarding experience range from employee poor performance and dissatisfaction, active disengagement and, eventually, to turnover. So, much like “location, location, location” is important in the real estate industry, “retention, retention, retention” is key in the hiring and talent management space. Your clients spend an enormous amount of money, time and resources to find the perfect person for every role, and it shouldn’t go to waste.
According to Bersin research, 4% of new employees leave a job after only one day, and 22% of staff turnover occurs within the first 45 days of employment.
Onboarding actually begins before a new hire’s first day, and first impressions matter. This is an area of the hiring process where the HR function can shine. Onboarding can quickly and easily become nothing more than managing administrative details that, while important, are not the kinds of things that make employees stay and be productive. An automated process is key to making the process flow smoothly. Ensure your clients’ onboarding systems engage employees early – before their first day – with company information, handbooks and other policies to help them feel prepared and engaged right away.
Helping our partners get the most out of our service so you can enable your clients to keep ahead of the curve is key to your success and ours. Let’s talk about how we can help your clients showcase their HR departments today. Click here to refer a client today.