Becoming a Brand that People Want to Work For
This article will explore how companies can make program improvements to become brands that people want to work for. We'll also explore how companies can improve their contingent workforce programs as well as how they market themselves to potential employees.
Creating a Workplace Culture That Attracts
Attracting top talent to your company starts with creating a positive workplace culture and promoting your brand as a desirable employer. This has become more important than ever, as employees are increasingly mobile and more than willing to search for better opportunities elsewhere.
According to Inc., almost half of the U.S. workforce (45%) was looking for a job in April 2022.
Positive company cultures offer flexible and supportive working environments, including work-from-home options, good benefits, opportunities for advancement, and opportunities for talent improvement and education. Many companies are also taking a more holistic approach to their employees, providing them with more leeway to take care of their families and their mental health.
Additionally, companies should strive for diversity in their contingent workforce, not only for the benefits it brings to the workplace but also to attract a wider pool of talent. Making the workplace a welcoming place for people of different backgrounds is increasingly important for full- and part-time employees, but also for contractors and contingent workers.
Leveraging Marketing and Branding for Talent Acquisition
Another way to become a desirable employer is through effective marketing and branding efforts.
Many companies rely on standard job listings to attack talent. In truth, talent acquisition should have marketing and branding resources just like the company's core operations. This enables companies to establish a clear employer brand in the marketplace.
Keep in mind that these branding initiatives aren't just for attracting individual employees. Leveraging the company's marketing channels for employer branding can help establish relationships with staffing organizations as well.
Companies can showcase their unique culture and values, as well as highlight employee success stories and perks offered at the company. Social media can be a powerful tool for promoting your brand image as an employer, so make sure you have a strong presence on platforms like LinkedIn and Glassdoor.
Improving Partnerships with Contingent Labor Organizations
Finally, procurement can also further solidify partnerships with contingent workforce organizations through strategic negotiations and mutually beneficial contracts. Procurement leaders should approach their contingent workforce partners in negotiations to identify areas for improvement.
Ideally, the company will gain a reliable partner that can provide contingent labor when needed.
These relationships can be established through traditional means of negotiation. However, they can now be sustained more effectively thanks to technology solutions designed specifically for managing contingent labor forces.
Contingent workforce platforms allow companies to establish processes for training and familiarization, contingent worker management, compensation, and rules. This creates a fair environment for workers, but also the brand and the contingent labor company.
Create a More Holistic Workforce
Brands have an opportunity to leverage a mix of employees, contractors, and contingent workers to meet demands and streamline their operations. Navigating the specifics of these relationships can be a challenge, but it can be made easier by creating a positive company culture, devoting resources to marketing and branding, and leveraging contingent workforce solutions to solidify partnerships.