4 Steps to Attracting & Retaining Employees

The pandemic has turned just about everything in our world upside down, including how to attract and retain good employees. Months of working from home have led to a reset for many workers, which, in turn, has created to what some are calling "The Great Resignation."  It's a name that highlights the fact that a record number of people have quit their jobs since spring 2021. This trend has helped usher in an acute labor shortage for some businesses in Pennsylvania and Maryland. 

If you are looking to hire, here are four steps to finding and keeping employees.

1. Think about what potential employees in your industry are looking for in a new employer. 

   The easy answer is money, and while that is certainly a fundamental consideration, today's employees are looking for more than that. 

   One critical concern is company culture. Is it a traditional culture with clearly defined hierarchies or is it a flexible environment where experimentation is welcome? Both have their advantages, and people will be drawn to one over the other depending on their background and expectations. Whatever your industry, you want your company culture to reflect that you appreciate and respect your employees.

   Offering great benefits is one way companies are standing out from the pack. Additional perks can include pet insurance, discounts on products and services that extend to the family, paid leave before giving birth and after, paid gym fees — the list goes on. You don't want to break the bank, but you do want to get creative and offer benefits that are relevant and meaningful. Unlimited PTO is a very attractive option to employees, but it works to the benefit of employers also, as studies have shown that employees with unrestricted PTO actually take less time off since there is no "use it or lose it" policy.

   When speaking to a potential employee, it's vital to highlight what your company offers that fits their list of what they are looking for in a job. Opportunities for advancement and the ability to work remotely are key considerations for many of today's job seekers, but not everyone is looking for the same thing.

   That list can look very different depending on whether you're talking to someone just out of high school or a seasoned worker. For those just entering the job market—the "born digital" workers—surveys show freedom and autonomy top the lists of wants. The opportunity to learn and develop is a priority for millennial job seekers. 

   Baby Boomers seek stability and loyalty. Of course, don't pigeonhole a prospect based on their age. It's important to listen carefully to the individual to make sure what you can offer is a good match with what they are looking for. That Baby Boomer may be seeking a remote job because they want to tour national parks in their van during their off time. And the new job seeker may be starting a family and looking for good benefits and stability above all else

2. Know Where to Look. 

   If you've created a company culture where people love to work, your own employees can be your best recruiters. Consider offering an employee referral program that rewards employees who refer an individual for a job opening. Typical referral programs offer employees a cash reward once their referral has successfully completed six months or more on the job.
   
   If job search engines like Indeed and ZipRecruiter and attending job fairs or hosting career days aren't enough, you may want to work with a recruiter. The U.S. Chamber of Commerce (CO) recommends that companies "work with recruiters to cast a wide net to find as much diverse talent as possible. This includes overlooked groups such as older workers, veterans, talent from outside your local geographic region, and candidates with disabilities." 
   
   CO also suggests companies partner with academic institutions and training programs to find fresh talent willing to learn.

3. Make the Onboarding Process Engaging. 
   
   Once you've hired the right person, you want to make sure they stick around. Surveys show that many new hires leave because of a poor onboarding experience. To ensure the onboarding process goes smoothly, you'll want to provide clarity around job duties, expectations, and goals, introduce them to colleagues, and enroll them immediately in any training programs that can enhance their work.
    
4. Show Appreciation and Respect. 
   
   If you are having a once-a-year holiday party to show your employees that you appreciate them, that's great, but it's not enough. Continual expressions of caring and respect promote employee retention. Ideas can run the gamut from handwritten thank you cards to providing healthy snacks in the breakroom and public recognition for a job well done. Find out the perks your employees value and be generous with them.  

What Keller-Brown Insurance does to attract and retain employees 

Here at Keller-Brown, we see our employees like family. That's why we prioritize the way we attract high-quality new hires and develop programs to retain them. Here are some specific ways we create a strong team: 

• We use a recruiter to find talent. We're insurance professionals and need the talent of a recruiter to not just find candidates, but pre-qualify based on our culture and needs. 

• We integrate the candidate with our team. We send the candidate to lunch, without management present, and with potential team members that they will be working with. It allows for honest questions and open dialogue. We're not just adding a new hire, we're bringing in a new family member so we want to make sure it's a good fit all the way around.

• We create an onboarding calendar. The new hire will spend time with every single Keller-Brown teammate to get to know them, what they do, and how it fits in with the bigger picture at Keller-Brown. They also spend time meeting with insurance company reps to learn their systems and what makes them unique.

• We have a KB Cares Committee that plans events throughout the year that build morale and comradery. Past events include baby showers for team members' growing families, outdoor movie night, bowling, escape rooms, hiking, and more. We also have an annual employee appreciation picnic where family members can attend in the late summer and a holiday dinner in the winter.

Contact an insurance agent at Keller-Brown Insurance Services today to answer any questions about commercial insurance or for a free review and insurance quote. As an independent insurance agency serving Pennsylvania and Maryland, we represent several top-rated insurance companies, so we can find you the right coverage at the right price. Keller-Brown has the flexibility to find you the right coverage at competitive premiums for business, home, auto and more.