By Jesse Lord, Co-Founder, Veteran Education and Transition Services on February 28, 2022
Whether focusing on retention of your current workforce or bringing new individuals onto your team, the challenges we face are difficult. LPG has an aging workforce, and it is important to our future that we take the correct steps to bring both civilian and military candidates into our industry. We have found that the following items are key to a company’s successful recruitment and retention process.
- Company Image
Today’s generation has been raised with the ability to have instant access to any and all information, and they use this frequently when seeking employment. A potential candidate uses many open-source platforms to conduct research on potential employers to better understand the company, pay scales, and its culture. It is crucial for a company to be proactive in molding its digital image and updating its mission relevant to the current times. Forming and maintaining the company’s image will ensure that potential candidates are provided the clear and informative narrative that your company wants to portray.
- Career Description
Companies that write concise job descriptions receive more military and civilian candidates. A point to remember about today’s generation is that they are well informed and like to know all the facts. When a company writes a concise job description with transparency in the job posting (including pay potential), it will quickly establish accurate expectations and a higher level of trust with a potential hire.
- Wage and Benefit Potential
In today’s world most individuals look to the hourly wage or salary and benefits prior to applying for a position. Our industry provides a very competitive pay, and it is important that we properly convey the benefits available to the younger generation. The question of whether to disclose salaries in job ads is one that generally sparks much debate. Here’s a statistic that should not be ignored—a study by SMART Recruit Online found that when job ads include a salary range, they get over 30% more applicants.
- Career Progression and Industry Culture
Career progression is important for the younger generation we are attempting to attract into our industry. The candidates of today are not only applying for the position currently available, but are also interested in what the future holds. It’s important for us to convey the opportunities our industry affords applicants while also utilizing the industry’s culture to demonstrate the commitment we have to our employees.
Focusing on items like these will assist in setting your company up for success. They seem to be simple and obvious recommendations, but we find many marketers overlook the large impact these items provide. “The future of our industry will depend on a strong effort from all marketers focusing on a well-thought-out strategy and implementation of their recruitment and retention process,” says James.