Before the COVID-19 pandemic, Millennials and Gen Z were already shaking up workforce norms and expectations. We’ve heard for the better part of a decade that Millennials want more flexibility in the workplace, and now as Gen Z enters the global workforce – and with the added stress of a labor shortage in America – attracting and retaining talent looks much different than it did in the early 2000s. So let’s talk about some non-traditional ways to attract talent.
More Flexible Work Structures
Now that job seekers and employees know that it is possible to be successful in a work-from-home setup, more and more applicants are looking for the word “flexible” in the job description. For decades, businesses have been seeking “flexible, driven, and outgoing” individuals, and now those individuals are asking for that same flexibility back.
Being forthcoming with the flexibility available in any open positions for which you are hiring can easily attract talent.
Financial Planning & Education
One thing that many employees and job seekers want is more help with financial planning. The generations of people that are moving into the workforce right now grew up during times of economic uncertainty, and they tend to use debit products more than credit cards and other interest-rich financing options.
Your credit union is already well-positioned to offer financial planning and education resources to your staff, so it’s definitely worth touting in our next Indeed or Monster.com job posting.
Comprehensive Wellness Programs
Wellness is another key focus area for job hunters. With healthcare prices at an all-time high (and not to mention the fact that we’re in the middle of arguably the deadliest pandemic in modern history), providing your current and prospective employees with a competitive and valuable wellness package is a great way to draw more applicants, and to retain current staff.
Wellness programs now encompass a host of products and services, from nutrition education and preventative health checks to increased access to mental health professionals.
Community Engagement Opportunities
Another area that credit unions thrive in has become a top-tier way to attract talent – social and community engagement. Shoppers are savvier than ever, and they want to be able to buy local, and support initiatives and non-profits that put some of those resources and funds back into communities and causes they care about personally.
Your credit union should advertise the causes and initiatives it supports on all public and social media platforms. Not only does it enhance the reputation of your business, if you have articles or photos with your credit union team participating in fundraisers or other charitable events, it shows prospective employees that your company culture is one they would be lucky to be a part of.
Re-Evaluate Job Requirements to Include More Non-Traditional Candidates
Many of your potential applicants are struggling during this pandemic and recession – and the cost of post-secondary education is rising quickly. Now is the perfect time to take a look at your education requirements for job postings and rework them to include more non-traditional candidates and their resumes.
If a four-year degree is preferred, consider looking into certificate programs that could have offered a more specialized education in a niche area that could benefit your business. Think about alternative work experience that could have offered similar on-the-job responsibilities to the open position you are advertising. There are lots of great candidates getting lost in a sea of cover letters simply because they don’t perfectly meet your job requirement criteria.
Increase Flexibility with Virtual Desktop
IMS offers virtual desktop services to help you keep your employees in the loop no matter where their office is located today. And remember, that flexibility will also draw more applicants for your open positions.
Contact IMS for more information.