In a recent study, 73% of CEOs reported being concerned about the availability of key skills. Our article Win with Talent focuses on the importance of continually sourcing candidates. As a business owner, you don’t just need to compete effectively in this new war for talent. You need to win the war!
Avoid being in the headlines
Let me share two recent situations regarding fines paid by employers for human rights failure. Le Bâton Rouge restaurant in Oakville was hit with a $12,000 fine after failing to accommodate the needs of one regular patron with post-traumatic stress disorder, obsessive compulsive disorder and germaphobia. Whereas a cleaning company in Winnipeg was hit with a $5,000 fine for having terminated an employee after disclosing her pregnancy on a company health form.
How do you compete effectively and win the war for talent if you screw up so much it shows up in the headlines?
Damaging your employer brand
We all heard that a dissatisfied customer will tell between 9-15 people about their bad experience. Happy customers who get their issue resolved tell about 4-6 people about their experience.
Imagine for a moment being in the headlines for contravening the employment standard act while actively looking to hire new employees. Chances are the candidate knows about your story already. This incident will make it even harder for you to recruit talent. Follow our advice to recruit active candidates.
In a recent study on the future of Employer Branding, 40% of employers said the main employer branding objective is to secure long-term hiring needs.
Boils down to retention
You really want to get to know your employees at the deepest level. Assessing them is critical.
You want your employees to talk about their positive experience of working for you, an employer brand that will make you stand out and increase your ability of hiring top talent, treat your employees in accordance with human rights regulations and the Employment Standards Act and you want to stop biting your nails.