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Does Your Recruiting And Culture Meet The New Candidate’s High Expectations?

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Does Your Recruiting And Culture Meet The New Candidate’s High Expectations?

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“The Great Resignation” in 2021 created a talent shortage and prompted company leaders to re-evaluate their perspective on hiring and culture. Amid job candidates’ shifting demands and higher expectations, some businesses are learning they’ll need to adapt their recruiting strategies to hire the right workers in 2022.

But while most leaders understand that a positive work culture is critical to successful recruitment and retention, too few know how to build and sustain the human-centric workplaces employees look for from employers today, says Kathleen Quinn Votaw, the author of DARE to CARE IN THE WORKPLACE: A Guide to the New Way We Work.

“The pace of change and challenge over the past few years will continue to define us in 2022, as will the fluctuations of the job market,” says Quinn Votaw, CEO of TalenTrust, a strategic recruiting and human capital consulting firm. “This shared experience of COVID-19 has taught us that what propels growth today is putting employees first and creating cultures around well-being and resilience.

“Employees will refuse to work in any culture that lacks humanity. Far from our history of top-down management practices, we’ve learned that kind, empathetic leaders attract and retain the best talent and achieve the highest levels of success. As we wade into another year of unknowns, 2022 gives us a once-in-a-lifetime chance to rethink work.”

Quinn Votaw offers these tips for leaders to consider for their recruiting and retention strategies in 2022:

Know what job candidates want and deliver. “People choose you because you’ve created a powerful candidate or employee experience,” Quinn Votaw  says. “It’s time to untie your culture from the past and focus on what people want from employers today.” She says the employer’s brand and being authentic to it will become more crucial in attracting candidates. “LinkedIn research shows that 75% of job seekers check out your brand and reputation before they apply,” she says.  “People want specifics about how you’re handling change and how flexible your policies are.” Further, the offering of remote work, she says, will show those companies are serious about diversity, equity, and inclusion, and new tech tools will help businesses leverage each stage of recruitment.

Build a sense of community in your culture. Employees today experience their companies in different ways: some onsite, some from home, and others in hybrid situations. It can be a dramatic work-life evolution, and Quinn Votaw says leaders and employees alike can find themselves confused and uncomfortable. “A successful forward path begins with being purposeful about what employees experience working for you,” she says. “Recognize that even small changes to your policies can make a big impact on employees’ day-to-day experience. View every individual holistically; work and personal lives should not be seen as ‘either-or.’ Build a community where everyone feels safe being themselves. Appreciate, celebrate and support your employees as the valuable assets they are.”

Practice hands-off management, hands-on feelings. Quinn Votaw says today’s more demanding candidate desires empathetic leadership that doesn’t micromanage and disrespect them. “Fewer employees will put up with the poor management practices of the past,” she says. “The most effective managers recognize that when they lead with humanity first, they empower others to be more authentic, kind, and attuned to feelings. Coach them rather than boss them. And in the interview process, let candidates know in detail what you’re doing to lead virtually as well as in the office. Overall, leaders need to dare to care for their people.”

“Over the past two years we’ve realized that we all fail or thrive together,” Quinn Votaw says. “In this pivotal moment, we have the opportunity to rethink our recruiting and workplaces and break the status quo that has kept us from reaching our full potential.”

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Kathleen Quinn Votaw (www.talentrust.com) is the CEO of TalenTrust, a strategic recruiting and human capital consulting firm. She is the author of DARE to CARE IN THE WORKPLACE: A Guide to the New Way We Work. Regarded as a key disruptor in her industry, Quinn Votaw has helped thousands of companies across multiple industries develop purpose-based, inclusive communities that inspire employees to come to work. Her company has been recognized in the Inc. 5000. Kathleen also speaks nationally on recruitment, culture and leading with empathy in the workplace.

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5 Ways Leaders Can Use Empathy to Increase Employee Job Satisfaction

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As many workplaces struggle to retain and hire employees during the “Great Resignation,” leaders don’t have time to feel sorry for themselves. But it may be time for more of them to feel empathy toward their workers.

Ernst & Young’s 2021 Empathy in Business Survey showed around 50% of employees quit a previous job because their boss wasn’t empathetic to their struggles at work or in their personal lives. On the other hand, nearly 90% of workers who were queried believe empathetic leadership creates loyalty, and 85% say that it increases productivity.

Empathetic leadership is a must in today’s COVID-affected workplace, as employees struggle with burnout, working from home and other issues, according to research by Catalyst, a nonprofit that works to advance women in leadership positions. But until more business owners, executives and managers put a priority on listening to their employees and showing them they care, workers will look for companies that are more tuned in to their concerns, says Kathleen Quinn Votaw, the author of DARE to CARE IN THE WORKPLACE: A Guide to the New Way We Work.

“Most people do not know how to truly understand someone else’s point of view without letting their own thoughts, opinions, and emotions get in the way,” Quinn Votaw says. “Leaders often sit in their own place of judgment rather than using empathy as the bridge to understanding and connection.”

Quinn Votaw says that while empathy has gained importance in the work culture in recent years, many managers aren’t prepared for that role.

“Leading with empathy means understanding and accepting that people are not always operating at their very best,” she says. “Issues from home affect work lives. Working within and around that reality is the best way to create a place where people want to come to work.”

Quinn Votaw offers these tips on how leaders can lead with empathy and enhance the employee experience:

Be authentic. “Like actors in a Shakespearian play, we play roles versus showing up authentically,” Quinn Votaw says. “We have been taught to hide our true selves and display a false sense of bravado. To lead with empathy, get beyond the facade we all walk around with. Go the extra step – with your willingness to dig deep in terms of caring and asking questions that convey your interest in them as people.”

Communicate with a personal touch. A leader who consistently communicates with a personal touch for a variety of reasons – praise for the employee, concern and support for them – builds morale and increases retention, Quinn Votaw says. “The more personal they are, the more appreciated they are by the employees.”

Make space for connection. Quinn Votaw says leaders need to respect how their employees need personal connections with each other, and also says leaders should personally connect with employees once or twice a week outside of regular meetings. “Make time for more social and genuine connections in virtual meetings,” she says. “Have fun with virtual coffee chats, happy hours, trivia contests, or scavenger hunts.”

Provide remote workers with the tech support they need. ”There’s a growing economic inequality crisis with remote workers not having money for or access to technology,” Quinn Votaw says. “No one wants to lose out on high-quality talent because they lack funds for high-speed internet or a computer. Create a program to provide office equipment for your employees so they can have a functional setup in their personal space.”

Respect the boundaries of work and home life. Working in a remote environment has thrown off a lot of employees. “It was easy to have barriers and work/life balance when we commuted,” Quinn Votaw says. “Leaders can help  employees create a home space where they can turn work on and off, which boosts productivity, enhances connection and creates a healthier work/life balance.”

“Empathy is not about you, the leader,” she says. “It’s about taking time to listen, putting yourself in someone else’s place, and providing what they need in that moment.”

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Kathleen Quinn Votaw (www.talentrust.com) is the CEO of TalenTrust, a strategic recruiting and human capital consulting firm. She is the author of DARE to CARE IN THE WORKPLACE: A Guide to the New Way We Work. Regarded as a key disruptor in her industry, Quinn Votaw has helped thousands of companies across multiple industries develop purpose-based, inclusive communities that inspire employees to come to work. Her company has been recognized in the Inc. 5000.

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It’s an Employee’s Market, Here’s How to Keep Them

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Have employees ever had this much leverage?

Employers are struggling to fill jobs in the wake of “The Great Resignation.” There were a record number of U.S. job openings in June – over 10 million – as nearly four million Americans quit in that month alone, reflecting confidence they can find better positions and places to work.

Many employers are having to compete for workers by offering attractive signing bonuses, higher pay, better benefits, and remote work flexibility. But company leaders, whether they are trying to recruit top talent or retain it, must be cognizant that doing either successfully depends on much more than an attractive compensation package and big raises, says Kathleen Quinn Votaw, the author of DARE to CARE IN THE WORKPLACE: A Guide to the New Way We Work.

“The role of leaders in recruitment and retention has been changing,” says Quinn Votaw, CEO of TalenTrust, a strategic recruiting and human capital consulting firm. “People want different things from you now. A paycheck is not enough on any level.

“It comes down to work culture, and leaders set the tone for that. Leaders who hold onto outdated management styles like top-down control or distrust of anyone working from home will lose some of their best employees. Today, you can count on the fact that top talent is evaluating your values, leadership style, and your level of commitment to putting people first. These are the things that determine whether people stay with you or go.”

The global pandemic, Quinn Votaw says, has increased the importance employees place on work-life balance, more flexibility, and stronger connection with leadership. Deloitte’s 2021 Human Capital Trends report shows that many executives believe workers will gain greater independence and influence relative to their employers in the future.

“In this type of market, workers have a lot of leverage,” says Deloitte CEO Joe Ucuzoglu.

Quinn Votaw offers three ways for leaders to create a culture where workers want to stay and one that new talent wants to join.

-Emphasize communication and recognition. “When people feel underappreciated for their contributions, it’s impossible to have a positive employee experience,” Quinn Votaw says. Increasing recognition, along with prioritizing open and transparent communication, she says, “build the strong connections and trusting relationships that employees want most.”

-Nurture a healthy work-life balance. Putting a higher priority on productivity than the well-being of employees leads to disengagement, burnout, and turnover. Research by Robert Half finds that 70 percent of employees say they’ve been working on weekends and working more hours than they did before the pandemic, yet 51 percent of them worry that their manager doubts their productivity when working from home. “Who can blame them for looking for new opportunities in happier, healthier, more trusting work environments?” Quinn Votaw says. “Give employees manageable workloads and the flexibility to get the job done in a way that fits their life holistically.”

-Listen and take meaningful action. Quinn Votaw says turnover prevention boils down to understanding what your people need. “Employees have complained for decades that leaders are terrible at making needed changes in response to their feedback,” she says. “Today’s employees won’t put up with lip service. Act on their feedback quickly so they know you are listening and understand that they are valued.”

“People want leaders who listen to them, trust them, show patience and humility, and support and empower them,” Quinn Votaw says. “Retaining your talent means creating an amazing, positive, inclusive culture where everyone is paid fairly, appreciated, and able to grow.”

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Kathleen Quinn Votaw (www.talentrust.com) is the CEO of TalenTrust, a strategic recruiting and human capital consulting firm. She is the author of DARE to CARE IN THE WORKPLACE: A Guide to the New Way We Work. Regarded as a key disruptor in her industry, Quinn Votaw has helped thousands of companies across multiple industries develop purpose-based, inclusive communities that inspire employees to come to work. Her company has been recognized in the Inc. 5000.