Looking at key indicators, the economic outlook for 2018 is moderate and healthy. Experts predict steady growth, with total employment projected to increase by 20.5 million over the next two years. Of course, with growth comes demand. As the economy improved, hiring increased dramatically, creating a candidate-driven market. Top candidates are also more likely to be employed and satisfied in their current roles. In other words, the competition for the best candidates is fiercer than ever. In fact, 2018 was the first year that the number of jobs outnumbered the number of unemployed. This can create challenges for recruiting. But these challenges are not insurmountable. In order to attract the best candidates and attract their interest in the job opportunities you offer, you must first refine your recruiting strategy. Rethink recruiting Making the right complement for your team is a decision that requires thorough preparation and execution. Recruitment strategies typically include the following steps: Draft accurate job descriptions for open positions Facilitate your openness on the communication channels most likely to reach potential applicants Compile a list of standardized interview questions for each position Schedule and conduct applicant interviews Select the most qualified candidates Provide job opportunities However, finding the best candidates is not all smooth sailing. Before you hire great individuals, it's critical to understand what drives and drives their high performance.
Get to know high performers High-performing candidates are more than just their work experience, track record, and suitability for vacancies. If you're looking for top talent, you must be able to identify certain personality traits. Personality traits associated with high performance are easy to infer: Clear goals and a commitment to achieve them. Align with passion and pursuit of career paths that leverage their strengths. High emotional intelligence helps find strong allies in the workplace. Being good at managing your emotions is essential for motivation, creativity, and staying focused. The remaining question is how to know if your candidate has these characteristics. One successful way to evaluate potential employees is to take a pre-employment test. Consider using tools that collect unbiased behavioral data and provide career advice, such as pymetrics. Three elements of motivation industry mailing list top talent is inherently motivated, they still need encouragement to continue to do a great job. Most employers believe that the best way to motivate employees is to reward them. While the carrot-and-stick approach was successful in the 20th century, it's not the most effective way to motivate people in today's world. In his book Drive, author Daniel Pink asserts that true motivation rests on three elements: the desire to dominate our own lives, the urge to continually get better at the things that matter, and the desire to do what we do Come and serve something bigger than us. More succinctly: autonomy, mastery, and purpose. According to Pink's findings, high performers are already aligned with what drives them.
High performers want to be empowered at work. They need tasks that stimulate them and opportunities to learn and grow. Finally, they need to know that their contributions to the organization are valuable and genuinely appreciated. Innovative benefit packages Once you've attracted top talent for your organization and interviewed the best candidates, your next step is to make your offer. Now that we know high performers are not motivated by money, how do you close deals? A recent study found that employers are moving away from paychecks and focusing more on benefits. Wages and salaries now account for only 68% of an employee's total compensation. Fortunately, this is what employees want: innovative benefits packages. A survey of 2,000 employees by content marketing firm FRACTL found that 57% said benefits and perks were their top consideration before accepting a job offer in 2017. 88% of respondents would even consider a lower-paying job for better benefits. This bodes well for employers. Providing strong benefits not only helps recruit top talent, it also boosts your bottom line, as offering comprehensive benefits is often less expensive than increasing your salary. Benefits employees want Benefits like free food and gym memberships aren't enough - you have to deliver the benefits today's job market demands. Employee expectations for employee benefit plans far exceed typical offerings, namely investment plans and health benefits. Consider the facts: In 2017, the number of identity fraud victims hit an all-time high, affecting 16.7 million U.S. consumers. Fraudsters managed to steal $16.
8 billion from US consumers. If one of your employees is the victim of an identity crime, stress often spills over into the workplace, affecting productivity and affecting workplace performance. In fact, 22% of identity theft victims take time off work to deal with identity theft. If the impact of identity crime is detrimental, it can even increase the threat of losing key employees. As a result, identity theft protection has become an integral part of the employee benefits landscape. Many employers are realizing that identity crime has become a pervasive threat that can no longer be ignored. It requires attention and proper protection. The EZShield Difference Including a comprehensive identity protection plan as part of a benefits package can be a strategic differentiator for your organization. With EZShield, employees get 24/7 identity theft and fraud support. This assistance is combined with convenient online and mobile access protection, ongoing education and alerts, and dedicated access to U.S.-certified resolution experts. Your ideas and vision drive your organization. However, it is your employees who have the greatest impact on your long-term performance.