Talent Acquisition

How to Attract Big Talent Out of Smaller Cities

Step into Manchester, London or Birmingham, and chances are you’ll notice a whole host of industries setting up shop, both opening new branches or arriving brand new on the scene. And it’s not just smack bang in the big cities; even the smaller towns are getting the attention of entrepreneurs everywhere. So what do you do if you want to be based off the grid, but still want access to the skills and talent that are drawn to big cities?  Not to worry, office furniture suppliers DBI Furniture Solutions has the lowdown on boosting your recruitment and attracting those hotshots.

1. Perks over salary

Did you know that 80% of people would actually prefer to have additional benefits rather than a pay rise? Use that to your advantage, and offer them something that others can’t. This is the perfect solution if your pockets aren’t as deep you’d like them to be, and there’s always something you can offer…

  • Working from home
  • Extra holiday, or even unlimited holidays?
  • Help with childcare
  • Company retreats
  • Team bonding days
  • Free parking
  • Free (or subsidized) gym memberships
  • Free drinks and snacks

Out of ideas? If you really want to get someone on board why not ask them what would entice them your way?

2. Focus on company culture

Just like perks, the importance of company culture has grown massively over the past few years. To stop people hopping from job to job, the company culture has got to be perfect, so don’t overlook it. Focus on creating a great vibe in your office.

Here are a few ideas…

  • Avoid the ‘us and them’ mindset. Remove hierarchies and work on establishing a more equal playing field for all.
  • Transparency is key. Whether it’s good news or bad news, make sure it’s communicated out to the wider team as soon as possible.
  • Leading on from that, encourage strong and clear communication at all times.
  • We can’t stress this enough; don’t micro-manage. Not only is it annoying and useless, but it also breeds an air of mistrust. Employee autonomy and managing their own responsibilities is a far better route to go down.
  • Encourage passion. Are your employees doing projects that they love? Not sure? Ask them! Then help steer more of these things their way and watch their enthusiasm explode.

3. Get on board with remote working

Flexible working is so key and such a big issue nowadays that we believe it deserves an in-depth look on its own. As companies come under more and more pressure to encourage a healthy work-life balance, what can you do to make sure your staff spends some good quality time at home so they can be productive in the workplace.

One of the best options is flexi-time, which is where people are allowed to start their working day earlier but also leave earlier. And vice versa for starting later. This can make a world of difference when people have to think about difficult commutes and childcare commitments.

The second one is remote working. If you love a candidate but they’d struggle to get into your office every day of the week, then why not extend the opportunity of telecommuting for a portion of the week? Technology really has done wonders for the modern office.

4. Encourage referrals

Did you know that a study by Harvard Business Review found “customers obtained through referrals are both more loyal and more valuable than other customers.” By getting your employees involved in your recruitment process, you’ll have access to a whole wider pool of candidates that you would have never even thought of. Sometimes it really is as easy as who you know!

About the author: Nick Pollitt, is the Managing Director at DBI Furniture Solutions.

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