Source: Connecting For Results
Author: Bob Dale (Guest Post)
It goes without saying that the printing industry has experienced major changes in the last few years. From supply chain issues to labour scarcity, we are also seeing a culture shift driven by the values and needs of employees.
If you’re trying to navigate the new workplace and are looking for a place to start, we’ve put together some Frequently Asked Questions with our Recruitment Specialist, Heather Black, to share her tips and advice on best approaches.
Q: What is the new workplace?
A: During the pandemic there was a huge culture shift driven by the values and needs of employees. With the added influence of Millennials and Gen Z in the workforce, there is also a push for flexibility and work/life balance. What matters most to employees has changed and many are seeking a company that aligns with their beliefs and values.
The relationship between employee and employer has also shifted, now placing workers in the driver’s seat. With a desire for freedom, they want to work from where they are most productive – home, on-site, or a hybrid model. Those in manufacturing roles want flexibility as well. Since job seekers understand that they have an advantage, they are leveraging this to secure new jobs, higher wages, and better benefits. In the 2022 LinkedIn Report on Global Talent Trends, a survey showed that 49% of workers believe they could make more money right now by simply switching jobs and we are seeing this movement with The Great Resignation.
Q: How can I cultivate a supportive and flexible work environment?
A: Employers will have to adapt to attract. As an employer, you are now competing for talent and so your recruitment efforts really need to be candidate-centric. We know that work/life balance is one of the top considerations for job seekers when choosing where they want to work. A close second is the desire to learn and grow.
To meet these needs, employers must provide professional development or job training opportunities for reskilling. Employees also want to know their company cares about them, and in order to nurture a healthy culture, employers must provide care and compassion by implementing programs focussed on their employee’s mental health and well-being.
Forward thinking companies are also offering mental health benefits and resources, as well as one on one mentoring/coaching, and other benefits such as a $5,000/year learning spending account.
In addition, job seekers are also looking for flexible work arrangements. For the office, that can mean remote work or hybrid work. For the plant workers that don’t have the option to work remotely, that could mean flexible work schedules, hours compressed into a 4-day week, more staggard shifts, or vacation time.
Whatever you come up with, the bottom line is to make sure onsite employees have an opportunity to shape work around their personal lives.
Q: How can I nurture diversity and inclusion in the workplace?
A: Job seekers are looking for diversity in the workplace so companies have to make sure they are connecting with job seekers of all ages, races, ethnicities, gender identities, sexual orientation, and abilities. In the past, hiring managers were focussed on staffing for cultural fit, however this approach can undermine your company’s diversity and you are at risk of discriminating. Focus on talent, the ability to do the job, and that’s it. What’s most important is that your employees add value to your company culture.
It’s also key to showcase a diverse workforce. If you don’t have one, spend some time developing clear goals for improvement. Use online tools like a website or social media to tell your employer brand story. Wherever you talk to your customers, that’s where you should be talking to your employees. And if you need a hand on where to start, the team at Connecting for Results can help with your Marketing!
Q: How can I foster a culture of work/life balance?
A: To attract and retain employees, companies have to rethink their culture and how they can enable a flexible workplace. People want their work to fit into their personal lives instead of the reverse. You really need to be thinking about what your company can do that shows care and concern for your employees well-being. This is important because employees who have a better work/life balance feel more valued, are more motivated, more productive, and less stressed. Employers who value this balance in their worker’s lives attract a wider range of qualified candidates, find and retain the best employees, appeal to younger talent, and achieve reduced labor costs because they are slowing churn.
- Feature employee stories on social media that talk about your culture to help add credibility and promote your workplace. What is it you are offering to attract talent? Highlight your employee perks: food trucks, awards, paid time off, educational, fitness, and well-being packages, childcare benefits, etc.
- Employee engagement is the new competitive differentiator, with employees wanting to feel like they are contributing to the workplace. Recognize and reward your team for their hard work, maybe by giving some time back with free half-day Fridays, holiday shut down week (in addition to vacation days), time off for tenured employees, etc. Etsy Canada offers a 4-month sabbatical after 5 years of employment, which appeals to prospective talent.
- Rethinking benefits for remote employees can also help you to attract top talent. Consider: paid internet or utilities, ergonomic equipment, bi-weekly home cleaning, home gym equipment, remote team lunches with gift cards to restaurants in the area.
Are you seeing recruitment trends that aren’t included here? Do you want to know more? Email us at email@example.com and let us know!
For more information on our recruitment services, please contact Heather Black at firstname.lastname@example.org.
Let us know how we can help!
“The mission of Canadian Print Scholarships is to attract the brightest and best students available to the graphic communications industry by providing financial assistance to enroll and continue in a post-secondary management or technical program at an approved institution.”
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