the ultimate guide to finding and retaining the best talent for your organisation.

The landscape of talent acquisition is changing. Driven by evolving technologies like AI, shifting demographics, and ever-changing expectations, job hunting and hiring look completely different than they did 10 years ago— for job seekers and employers.

In today’s interconnected world, it’s easy for employees to click their way to a new role, leaving their current roles to seek new opportunities like never before. How can you be sure your business remains competitive in attracting and retaining talent while navigating this dynamic landscape of talent acquisition?

Randstad has the answer. We have compiled the Randstad Employer Brand Research (REBR) 2024 UK Report to help you understand how to decrease attrition and strengthen your employer brand. 

finding talent

Finding talent and retaining talent are two very different things. Finding talent is all about finding individuals with the potential to align with your organisation’s needs and goals. Retaining talent is trickier. Read on to learn what steps you can take to find the best of the best, and what steps you can take to keep them. 

create your EVP

Finding talented employees starts with a great employee value proposition (EVP). Your EVP is the set of rewards, benefits, and remuneration your candidate will receive if they choose you as an employer. Plus, it includes all the benefits your employees can expect as part of their employment experience. This can include social outings, paid time off, company swag, and more. For example:

• compensation - through both remuneration and benefits; 
• work-life balance
• growth opportunities
• company events and parties
• positive work environment
• pension contributions
• and more.

When creating your EVP, it is crucial to consider your employee’s priorities. Generally, employees prioritise work-life balance, salary, and progressions. However, these can differ slightly according to your business's primary location and industry. For example, according to our research, UK employees greatly value work-life balance and prioritise this over salary and compensation. Aligning with workers' top priority, the pursuit of better work-life balance emerges as the leading reason for considering new employment. This sentiment is notably strong among women and Gen Z workers, urging employers to factor it into discussions with employees or potential hires from these demographics.

develop your employer brand

An employer brand is how your business is perceived by those external to your organisation and recruiters. It is based on your reputation as an employer, job seekers' perceptions of your brand, and their overall experiences with your organisation. This multi-faceted concept encompasses various elements to form a comprehensive view of what it’s like to work for your company.

Developing an employer brand can be a slow process that requires strategic marketing, effective communication, and relationship-building with both current and future employees. Try taking the following steps to develop your employer brand:

• gather continuous feedback on your recruitment process. Gathering feedback from both successful and unsuccessful candidates will help you understand your recruitment process from the other side. This will allow you to improve and enhance the overall candidate experience continuously.
• personalise your recruitment process. No one likes receiving a standardised email telling them they’ve been rejected for a role. If you have the scope, take the time to provide personalised feedback to candidates, even those who weren’t selected for the position. Personalising your approach demonstrates respect for their efforts and helps leave a positive impression on your organisation, potentially encouraging them to consider future opportunities or refer others.
• ensure your employees are your ambassadors. The best way to grow your employer brand is through word of mouth of your current team. If you treat your employees well, they will share this with their professional connections and friends. Further to that, they will deeply praise your company and will begin to feel a sense of loyalty. This will not only make your business an employer of choice, but will improve your employee’s productivity and enhance corporate citizenship. 
• be your team’s biggest champions. Focus on the development of your employees and cheer them on when they succeed. Give them the training and support they need to succeed in their role and develop through the company. Recognise your team for a job well done through public recognition or some complimentary company swag where possible. Try implementing a reward and recognition programme that acknowledges outstanding contributions and achievements within your business. 
• ensure consistent branding. Although it might seem like a small matter, ensuring consistent branding across both internal and external communications is crucial for reinforcing your employer brand's authenticity and professionalism. Consistency in branding establishes a cohesive and memorable identity, making it easier for employees, potential candidates, and customers to recognise and connect with your business. This will enhance your online and offline presence while also contributing to your organisation's long-term success.

use the right channels

When trying to attract new talent, it’s vital that you consider your employee persona and use the right channels to attract that demographic. For example, if you work in media, you may be looking for tech-savvy individuals who love social media. As a result, TikTok may be the best channel to source candidates. If you are looking for experienced professionals, LinkedIn may be best. Specialist recruiters may be needed for those in the IT or healthcare industry. For mass recruitment, try using popular job boards. Did you know that 35% of UK employees look for jobs through these job boards?

In addition, Randstad can be a valuable channel to help you find your next hire. As a global leader in workforce solutions, Randstad has a deep understanding of various industries and markets, allowing them to connect you with top-tier candidates who align with your specific requirements and company culture.

What’s important is that you leverage your knowledge of your target employee to ensure you invest in the right channels. This will help you maximise your reach and engagement while efficiently connecting with the talent pool that best matches your organisation’s needs and culture. 

retaining talent

Once you have attracted your talent, the next step is keeping them. Check out the guidance below on how to retain your best employees. 

prioritise employee development 

According to the Randstad Employer Brand Research Report, a lack of growth opportunities is the top reason a quarter (24%) of employees might leave a business. One in six workers also told us that they are not given enough opportunities to develop their role. These workers are almost twice as likely to consider leaving an organisation (42%) than those who receive such opportunities 

Prioritising employee development addresses this concern and contributes to a motivated, engaged, and loyal workforce. Recognising the importance of professional growth and investing in your employees’ development can yield numerous benefits for both individuals and the organisation. To retain your top employees, be sure to offer them ample opportunity to develop their skill set, set a clear pathway for career advancement, and promote internally wherever you can. 

offer competitive reward packages

Our 2024 Report states that remuneration is the third most important driver for an employee leaving their role. Lower-than-average incomes combined with an increase in the cost of living are causing employees to seek new roles to maintain their lifestyles. 

However, it’s important to note that benefits, additional time off, and an increase in work-life balance, such as remote working, can be just as attractive to an employee as an increase in salary. 

communication is key

Effective communication with your employees is the key to retaining them. Open and transparent communication fosters trust, engagement, and a sense of belonging among your workforce. When employees feel heard, valued, and well-informed, they are more likely to stay committed to your organisation.

You can communicate with your employees through regular 1:1 meetings with their manager, hosting employee engagement surveys, prioritising their wellbeing, and fostering a culture of communication. Encourage employees to reach out if they are unhappy and be sure to act on their feedback when offered. Even if you can’t implement their suggestions, you can always explain why. 

the bottom line on finding and retaining talent

Finding and retaining top talent for your organisation can be tricky in this modern world. With rapid technological advancements, evolving job market dynamics, and changing employee expectations, talent acquisition and retention have become more complex than ever. However, by embracing innovative strategies and adapting to the shifting trends, you can navigate this challenge and build a workforce that drives your organisation’s success.

To find top talent, look to strengthen your EVP, seek new hires through appropriate channels, and take steps towards enhancing your employer brand. Shifting your focus towards supporting and developing your current employees can help with this, as well as creating open communication channels with current employees and encouraging internal development and training. 

For further insight on how you can strengthen your employer brand and retain top talent, take a look at the Randstad Employer Brand Research 2024 Report. It’s packed with useful information, statistics, and tips on enhancing the employee experience, retaining talent, and improving your employer brand.