The global pandemic has affected the UK job market hugely, with many Brits considering whether their career choices are still right for them and some former UK residents returning to their home countries in resignation at the state of the country.
From this has come what economists are calling ‘the great resignation’, with people all over the world leaving their jobs, dissatisfied and unmotivated.
But as quickly as the term was coined, it has been updated, with ‘the great resignation’ now being reimagined as ‘the great reshuffle’. Rather than vast swathes of the workforce quitting employment entirely, many are simply seeking pastures new in search of better conditions.
As the BBC reports, globally, millions of people are reconfiguring their careers in search of better jobs or a more agreeable work/life balance. For an employer, this represents something of an opportunity; if your workplace puts employee happiness and health front row and centre, then you may well be able to land talented, driven new staff who are looking for a new challenge.
With that in mind, here are 7 IDEAL ways to make your workplace more attractive to new employees.
OFFER FLEXIBLE WORKING
Flexitime has never been more important for employees and employers alike. During the pandemic, many have discovered that being in the office every day of the week may, in fact, be counterproductive, both to the quality of their work and their life. As such, the post-pandemic employee will likely expect some modicum of hybrid working from here on in, and we’re very much here for the change.
Giving your employees more autonomy over their working hours can be particularly beneficial to working parents juggling childcare commitments, with the most common forms of flexitime allowing employees to use flexitime to take occasional days off work or leave early on school days.
Flexitime can be an excellent way to ensure that you are giving a good work-life balance, with the majority of employees stating that flexible working is even preferential to a pay rise. In short, if flexitime is not offered as standard, don’t expect to lure in the best staff moving forward.
Read: 5 IDEAL tips on how to achieve a better work-life balance
OFFER A WELLNESS PROGRAM
Mental health in the workplace has become increasingly visible and discussed, but whether or not it’s a serious consideration of employers is perhaps another matter. But in the modern, post-pandemic world of work, any company that encourages – and preferably, finances – good mental health practices within the workplace will be prioritised over those that don’t.
At the end of the day (and the start, quite frankly), you are responsible for the health and happiness of your employees, and it’s important to stay abreast of what you can offer your staff. Make sure to read some more about corporate wellness programs and learn as much as you can about all the ins and outs so you can implement the most suitable type for your employees. From regular mental health check-ins to sponsoring therapy sessions, offering discounted gym memberships, and even flexible working hours, there are a wealth of possible options available.
Read: 6 tips for managers to help reduce workplace stress
OFFER SPONSORSHIP TO FOREIGN EMPLOYEES
There’s no denying that a diverse workforce makes for a more harmonious, fruitful one. Instead of one homogeneous team from the same background, the benefits of an international workforce are many, with the blending of ideas and inspiration from different backgrounds and cultures only a good thing for your company.
Moreover, it offers your employees a rich working environment, leading to a more fulfilling work culture and ultimately, a better and more attractive place to work.
That said, to attract the best candidates from abroad, there is some extra red tape that you, as an employer, could take care of. The experts at London Immigration tell us that “Businesses that are based and operated in the UK might need a sponsor licence to employ international workers under Tier 2 and Tier 5 point-based visas. This includes unpaid and seasonal work.”
They go on to say that for the sponsor application to be possible, when hiring foreign nationals, companies need to pass the Resident Labour Market Test, meaning that businesses must first look for applicants among the domestic workforce.
ADDITIONAL ANNUAL LEAVE
Every company has to offer a core number of annual leave days. This is 20 days plus eight bank holidays for full-time workers and pro-rata for anyone working part-time. Simply put, offering your employees a higher-than-average holiday entitlement will make your company more attractive. Aside from that, a well rested employee is a happy, healthy one; and that’s something that benefits the company on many different levels, don’t you think?
This can show that you are serious about ensuring your employees achieve a decent work-life balance. Some companies also offer additional annual leave entitlement for years spent in their employment, such as an additional day per year of service.
MAKE IT ACCESSIBLE
When it comes to entering the workplace, people with disabilities continue to face severe barriers. By creating a more inclusive workplace for candidates and employees with disabilities, as an employer, you should be helping to challenge those barriers and make your company more attractive to all candidates.
Firstly, it’s essential you update the physical layout of your office to make it more accessible. Installing handicap-accessible ramps and grab bars in and the office and ramps leading up to it should be a priority. If possible, desks should be on the ground floor, or, in terms of negotiating stairs, a lift should be installed if this would promote greater accessibility.
Consider height, too. Special door accessories like lever handles, push bars on doors, and light switches and plugs nearer the floor (and extra lighting by entranceways or stairs, incidentally) should all be added.
Most importantly, consider raising the height of your toilet. A standard toilet is 430mm high whilst a standard wheelchair sits at 480mm. The required shifting of body weight to negotiate this difference can be tough for some with mobility issues. Instead, building regulations experts TopBc recommends having the toilet at the same height as the wheelchair for easier access.
TIME OFF FOR VOLUNTEERING
Offering time off for corporate volunteering can increase employee engagement and show your commitment to corporate social responsibility. Giving your employees time during the week to volunteer for a charity or a cause that they care deeply about allows individuals to pursue interests without cutting into their leisure time. Of course, these endeavours should be paid, in full, by you, the employer.
Whilst not wishing to be crass, such volunteering will be of benefit to the company, too, boosting the image of the company and the altruistic attitude of your staff.
DON’T CONTACT STAFF OUT OF WORKING HOURS
Earlier this year, Portugal banned bosses from contacting their employees outside of working hours. As the Guardian explains, “Under the new laws, employers will now face sanctions if they text message, phone or email their workers when they are off the clock.”
Whilst this isn’t yet law in the UK, consider inscribing this pledge to not contact staff outside of working hours into employee contracts. Doing so shows a commendable commitment to employee welfare that will, ultimately, make yours a more attractive workplace to new candidates.