Attract and Retain Top Talent – With Strategies that Fall Outside the Norm BY Linda Mahr Attracting and retaining the best possible work force remains one of the most consistent challenges to any company. Just as elusive is the search for the perfect job, which is much more than position or salary. It’s the quality of the environment and the benefits outside the norm that can turn a good job into a great career. So how does a company find the perfect candidate, and vice versa? There are the tried-and-true networking groups and industry associations that offer endless opportunities to meet prospective candidates or employers. And yet, however effective (and fun) these program are, they’re a small factor in today’s recruitment strategies. Linda Mahr Many companies, particularly in high tech, host job fairs that bring in a wealth of potential employees but offer little in personal understanding of the company outside of the job description. Then there are the job listings, both online and in print, that offer even less in painting an accurate picture of what life at the company will look like. With that said, there are often hundreds of applicants for each position posted, creating a taxing and often impossible situation for a human resource department. Answering these concerns is the fastest growing trend in recruitment today – temporary-to-permanent employment. This arrangement is an ideal opportunity for both parties to “try out” the job. If it doesn’t work, the investment is minimal. If it does work, the employee transitions into permanent employment once there is a full-time opening. This saves the company a tremendous amount of resources, including the expensive turn-over costs when a new hire doesn’t work out. Traditionally, a company will hire a placement firm to sort through the myriad resumes and applications as well as tweak the job description and interview the candidates. The initial contact for many prospective employees is with the placement firm, so that firm must be fully educated on the corporate culture, vision and benefits of the company they are representing. Astaffing firm’s first priority is to find a great fit for all parities involved. Sometimes that requires educating the client on new innovative benefits that will attract the most outstanding candidates. That’s where a company’s creativity in workplace management really shines. Standard benefits have remained constant across company lines, including accrued vacation time, personal days, relaxed dress codes, training, education and company outings. What really sets anemployer apart and, in turn, attracts the most outstanding candidates are those unique offerings that reflect the diversity and challenges of each employee. Some of the growing trends in benefits include: • Flex time in the office with early morning or late night shifts; • High-end, ergonomic office space with perceived privacy; • Stock options or incentives when a company’s earnings rise, such as extra vacation days or bonuses; • Company reimbursement for outside necessities, such as public transportation, parking, child care and       lunch; • Emergency financial help, such as money for family funeral expenses; • Shared cost of healthy lifestyle choices, such as personal training and weight loss clinics; • Creative and artistic programs, such as public speaking, improvisation, arts; and • Assistance with adoption, including financial support. Perhaps the most important benefit to an employee is job satisfaction and opportunity for growth. In an effort to avoid job burnout or worse – having an outstanding employee leave for a better job elsewhere – many companies are introducing shared positions and stressing their promote-from-within policy. Shared positions give an employee the opportunity to work on several projects in a group environment with the potential of shifting their focus to another area within the company. Perhaps too progressive for some, this practice is very effective in keeping the employee interested and expanding a company’s base of expertise within the firm. Any company, regardless of size or industry, can introduce innovative benefits that will attract employees with a shared vision. As the work force continues to dwindle with the first wave of baby boomers retiring, a company is well served by investing in the most effective recruitment strategies available and, then, keeping those new hires happy with benefits that are meaningful. Linda Maher is the recruitment director at Atlantic Associates Inc., a Boston-based IT staffing solutions firm specializing in temporary-to-permanent placement in high tech, health care, government and financial services. Visit www.atlanticai.com to participate in a women-in-technology study, cosponsored by Simmons College and WITI. Reprinted with permission by Women’s Business Boston 11/04