Whether the modern business world likes it, or not, Covid-19 is here to stay. Where many executives might have expected to have made greater progress in negating the workplace impact of Covid-19, it’s clear that there’s still work to do. For the modern CHRO this represents a significant issue, forcing them to be creative in their efforts to attract employees in a post-pandemic market. Rewards schemes, retention optimization, and the provision of opportunities to both existing and prospective employees, will prove vital to situate your organization for success in the post-pandemic.

How To Become A Post-Pandemic Employer Of Choice

Differentiating your business from your competitors is a key driver in an innovation-first economy but even more so in one attempting to bounce back post-pandemic. This is where the CHRO must work across the business with all c-level staff to activate noticeable change. If business wish to stand out from the crowd and become an employer of choice, CHRO’s should consider the following:

Skills

In 2019, more than 50% of HR leaders struggled to ensure that employees had the skills necessary to navigate an increasingly digitized workplace. In the pandemic, this has been put this to the test like never before. The difference between the laggard and the leader in HR will be down to the companies already considering the remote work model and those that aren’t. Ultimately, the modern CHRO must engage technology to prepare them for these unprecedented times as well as the fourth industrial revolution.

Recruitment

Though this may not be a pressing concern in the current financial and economic climate, CHRO’s should be looking at how Covid-19 is changing the way that the modern business operates to then prepare and hire the change-makers of the future that will help them to adapt, rather than fall by the wayside. The average number of applications per job has increased 40% since lockdown, so it is essential that you identify the qualities that you’re looking for and proceed accordingly.

• Onboarding – Establish an onboarding process to ensure that new hires understand their role
• Social Media – Use your social media channels to position yourself as an employer of choice
• Consider Your Company – Focus on your brand and value proposition when recruiting
• Employees – Ask your current staff what they need and are looking for in a co-worker.

Retention

It is essential that the modern CHRO should avoid losing valued members of staff wherever possible. Employee retention is a powerful weapon in the war for talent and according to data from the Bureau of Labor Statistics (BLS) between January and June 2019, 3.5 million employees left their jobs in the US voluntarily. This rose further during September 2020, seeing 4.4 million people – or 3% of workers – quit their jobs. HR executives cannot afford walkout on this level in the midst of a pandemic and should therefore be looking for ways to retain their talented and skilled workforce throughout the pandemic.

• Employee engagement – Keep employees connected & help them to understand business goals
• Offer Benefits – The little things in the day-to-day go a long way, make sure they’re considered
• Salary: Pay as well as you can afford to, as it prevents awkward conversations and envy
• Equality – Treat everyone fairly and pay attention to every employee so that they feel nurtured

Culture

Obviously, Covid-19 has facilitated a culture change within most businesses, but this needn’t be seen as a bad thing. In fact, it could potentially lead to a better system of operation entirely. According to SHRM 1 in 5 employees have left a job due to workplace culture and 58% of those who left a job due to culture claim People Managers are the main reason they ultimately left.

• Transparency – Be honest & consistent with your employees on the issues that effect them
• Recognize Success – If your team or staff are driving success, let them know about it, value them. According to a study by OGO, 40% of employed Americans would put more energy into their work if they were recognized more often.
• Co-Worker Relations – Encourage team members to socialize & co-work to improve team spirit.
• Be Flexible – Respect the time of your employees, whether they’re parents or working remotely.

By taking each of the following tenets into consideration, any executive can help to situate their team as a post-pandemic employer of choice. In doing so, you can provide valuable experiences for all staff throughout their time with the organization.

Continue the debate at the HR Insight Summit, a GDS Summit, where we bring together senior Human Resources executives who are actively seeking to share, learn, engage, and find the best technology solutions.

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