Attracting an

Engaged Workforce

Consider This:

Evolution of Technology

• Technology

o Artificial Intelligence

• Changing Work Environment

o Teleconferencing

o Remote work

• Geographical

o Low Unemployment Rates

o Talent deficit in NH & VT

• Retention of non-traditional candidates

Possible Recruiting Challenges

Initial Attraction:

• Targeting the right candidates for YOUR Company

❖ Organizational FIT is not a nice to have, it is CRITICAL for success.

Questions to Consider:

• What types of candidates do you want to attract?

• How does your mission statement help attract candidates?

• How do you to communicate your brand?

• Are these areas aligned?

Company Mission & Values should be consistent throughout:

• Mission Statement

• Website & Social Media

• Position Descriptions

Defining Company Mission & Values

Sample Position Description:

Company A:

“We are looking for motivated individuals to bring their best to work every day. We have an engaging

environment that seeks individuals who are eager to contribute in an Administrative Assistant role. If you are

ready for exciting challenges, please apply.”

Company B:

“We are looking for an Administrative Assistant with excellent word processing skills. Must be proficient in

formatting, typing, preparing, and e-filing. Attention to detail and ability to work independently are required.

Apply Now.”

Company Mission & Values

The “post & wait” recruitment

approach is no longer an

efficient strategy to attracting

talent.

Incorporating an Active Sourcing Strategy

• Targeted Outreach

• Attend Job Fairs

• Professional Networking Opportunities

• Community Engagement

o Fundraisers, Discounts, Local Vendors

• Employee Referral Programs

o Incentives

• Identify Available Resources

o Taco Bell: “Let’s Taco About It”

• Map Out Competitors

• Develop Social Media presence

• Share Industry Contributions: YouTube Channel,

Blog, Twitter

Incorporating an Active Sourcing Strategy

Benefits:

• Increased Networking Potential

• Recruiting “Continuously”

• Building a Community

• Tell Your Story

o Recognize Employee Accomplishments

o Company Anniversaries & Milestones

o Fun Contests

• Eliminate Geographical & Time Barriers

• Brand Recognition for millennials & passive candidates

o News, Followers, Shares, Retweets, Likes

o Attract potential talent

• Company is Current

Online & Social Media Branding

Tips to Consider:

• First Impression

• Mobile-friendly

• Dedicated Social Media Representative

o Quality Checks

o Reputation Management

o Responsive to feedback on third party sites (i.e. Glassdoor,

LinkedIn, Facebook, Twitter)

• Highlight Company Culture & Location

• Hashtags

• Video Testimonials of Current Employees

Online & Social Media Branding

Employee Engagement: Testimonials

Employee Engagement: Fun Recruitment Ads

Eliminating Negative Candidate Experiences

• Lengthy Application Process

• Delayed Response Time to (Un)Qualified Candidates

• Inconsistent recruitment process

• Unprepared Hiring Managers

o Lack of Transparency (i.e. next steps, timeline, salary)

o Irrelevant/Inappropriate Questions

• Negative Site Visits

Employee Engagement: Candidate Experience

Establishing the “VIP” experience:

• Organized Agenda (checklist)

• Greeting & Site Tour

o Meet with team leaders & colleagues

• Prepared Work Arrangements

• Present Company Paraphernalia (Branding)

• Website with resources

o Benefits, Discounts, Volunteer Opportunities

• Buddy Program

Employee Engagement: On-Boarding

Stay Interviews

• Must be Committed

• Identify Trends

• Open Communication to Manage Expectations

• Follow Through

Incentives:

• Compensation (i.e. bonuses, higher salary)

• Tuition/Professional Development

• Personal: Childcare, Discounts, Nap Pods

• Wellness Programs (i.e. gym memberships or reimbursements)

• Flexible Work Arrangements

• Recognition: Birthdays, Professional & Personal Accomplishments

Continued Engagement

Digital technology has also played its role in changing the world and with that comes a change in expectations.

In order to compete, our companies must follow the expectations of the world today and be intentional about the

talent that we seek to attract to our companies.

Attracting an Engaged Workforce:

• Remaining Current

• Establishing a Social Media Presence

• Pursuing an Active Sourcing Model

• Reevaluating Recruitment Activities

• Maintaining Open Communication with Employees

• Engagement with local community

o Stay, Work, Play NH

o Chamber of Commerce

o Upper Valley Young Professional Organization

Key Takeaways

UVYP’s mission is to bring

together young, emerging,

and rising professionals to

foster connections in the

Upper Valley.

Upper Valley Young Professionals (UVYP)

Thank You!