ILLUSTRATION BY RUTH MACAPAGAL
Gone are the days when job seekers just simply base their decision to apply or stay in an organization based on salary and benefits. Over the years of working at Viventis Search Asia, a human capital consulting firm in the Philippines, we noticed that the behavior of candidates is changing due to the rise of digital platforms and easy access to information.
Job seekers prefer companies that make them feel respected for their capabilities and make them part of something bigger than themselves.
According to LinkedIn’s Global Talent Trends Report, apart from compensation and benefits, candidates also take into consideration a company’s culture, flexibility, career growth opportunities, and overall employee engagement before applying for a job.
For organizations to win in the competitive war for talent, they must shift from a transactional approach to a people-centric approach that ensures that the culture of the organization translates into the employee experience they provide.
Putting people at the forefront
Successful organizations develop great people, and this is because they understand what motivates and drives them as human beings. People-centricity also means understanding the current challenges of employees and what’s blocking their opportunities to grow and providing them with the right resources to thrive.
As compared to employee engagement, employee experience focuses on ensuring that the right resources are provided for employees to thrive from the moment they consider applying for a job opportunity until they grow and develop in the organization. Delivering a good employee experience also turns your people into your biggest brand advocates.
Recruiting and retaining top talent is pivotal for an organization’s long-term success. It’s no secret that the strength of an organization is inherently tied to the collective talent of its workforce.
In today’s competitive landscape, the most common reason for both joining and leaving an organization is, interestingly, career development or its absence. Hence, attracting and retaining exceptional talent hinges on providing tangible learning opportunities that not only enrich current roles but also pave the way for substantial career growth.
Crucial differentiators
When an organization embraces a people-centric approach to the employee experience, it naturally becomes more attractive to potential talent. Prospective employees increasingly weigh these factors when choosing where to work. A company that emphasizes mentorship, well-being, diversity, recognition, and flexibility serves as a magnet for top talent.
In a world where job seekers have more choices than ever, the employee experience and a people-centric approach become the crucial differentiators. Exceptional individuals aren’t merely seeking a job; they’re seeking an environment where they can thrive, grow, and make meaningful contributions.
Genuinely prioritizing the well-being and professional development of their employees, organizations can not only draw in top talent but also nurture a culture characterized by excellence and innovation, laying the foundation for long-lasting success.
How can organizations build a good employee experience through a people-centric approach?
Fostering a people-centric culture should not be seen and treated as a one-time effort but rather as an ongoing commitment that relies on consistent communication between management, HR, and the entire workforce.
Building professional relationships mirrors personal ones in many ways; it demands continuous effort and proactive engagement for it to thrive and stand the test of time. Throughout this journey of organizational growth, the well-being and satisfaction of your employees should be at the heart of your transformation.
With the shifts in the landscape, organizations must advocate a people-centric culture that brings growth, learning, and a sense of purpose into the employee experience. In this way, it can strongly boost productivity, improve business performance, and attract and retain top talent. —CONTRIBUTED INQ
The author is senior marketing manager of Viventis Search Asia. Patricia Joquico also contributed to this article.