The Three R's and the importance of Employer Branding to Retain, Retrain, Recruit

Many companies are starting to realise the importance of the Three Rs with their employer branding activities but getting started is something else, particularly whilst busy with new strategies to increase sales and meet the demands of expedited technological advances.

As businesses have started to bounce back, so have employees, yet many are doing so with a different outlook. So maybe it's time to consider your recruitment strategy to attract new talent and how to retain it in your business.

We have put together some tips that might help make your employer brand and candidate and employee engagement and retention activities as easy as possible: -

Consider your current situation. Company culture defines the environment in which employees work; it is the personality of a company: a combination of acceptable behaviours, actions, values and thoughts within a company. Think about your current employee behaviours; what kind of working environment do you want for your business?
Is your team diverse, allowing a blend of new ideas, skills, experience and better decision making
Once you have considered that, you need to consider the working arrangements—Office, Hybrid or Remote working

The next steps are to consider your policies for recruiting, training, and retaining your employees. HR leaders list the Three R's as Retain, Retrain, Recruit, as an Apprenticeship Training provider who promotes the value of hiring new talent, training, and retraining teams to level up skills to the changing business world we have mixed them up a bit.

Recruit

Once you have decided on the culture and working model, the skills and experience you need in your business, you'll want to attract the best candidates. It is a myth that there are more jobs than candidates right now. Also, consider that candidates want a future, not just a job. Job descriptions should be detailed; you should show them the opportunities for career development consider offering benefits. At the interview stage, ask some questions that help you understand their behaviours. Some examples can be found here

Retain

Recruiting new staff is expensive, so taking time to develop an Employee Value Proposition could help you stand out from other employers; your future employees will know what to expect from working at your company. So, consider: -

Does the Salary fit the role you are trying to fill?
Will benefits like holidays, holiday purchase, cycle schemes, remote working make you appear more attractive to candidates
Ensure your employees understand and maintain your company values, mission and teamwork
Career development such promotion prospects, training, education, coaching and mentoring
Value your employees. This does not always mean offering salary increases. Instead, receiving recognition instils a sense of pride and purpose in people, helps fulfil our basic human need to feel valued, and encourages peer-peer recognition.

Retrain

In almost every sector, the way business is done has changed. Technology has leapt forward five years in some industries. Working methods and buyer behaviour have changed enough to enforce that we need to show our customers that we consider them, the environment, and staff. So, use the resources available to keep your team full of the knowledge and expertise to adapt to change and share their knowledge within your company. And once your team has the perfect mix of skills, diversity and expertise, make sure you let your customers know about your amazing team and company through your various marketing strategies.

Apprenticeship funding is not just available for the hiring and training new apprentices. You can use apprenticeship funding to retrain and upskill your teams, and courses are 95% funded. There are no age restrictions applied to Apprenticeships and no limits to Lifelong learning.