3 Ways to Attract Better Talent by Addressing Work-Life and Social Issues

A new challenge many employers face is how to effectively manage the full range of generations who are currently engaged in the workforce. Hiring managers and recruiters are experiencing a gradual transition from older workers who were primarily focused on salary and retirement, to younger employees who pay particular attention to the social issues that are happening around them. A growing number of companies are reviewing and updating their hiring strategies to ensure that they have the right plan in place to promote diverse workplaces that appeal to candidates from all generations. If you’re struggling to attract millennials, Gen Z, etc. here are some recommendations to attract better talent by addressing work-life and social issues.

1. Highlight Community Involvement

Community involvement is growing in popularity among younger workers. It isn’t very difficult to encourage this type of outreach in the workplace either. Get started by surveying your employees about what issues they are passionate about. Then, solicit sign ups, share updates, pictures, etc. along the way and recognize employees for their accomplishments. It’s also helpful to offer paid volunteer hours for employees to give back to the organization of their choice on a regular basis. Over and above supporting community involvement, companies need to lead with their mission and values at the forefront – making it clear to current and potential employees what they are doing to improve their communities and the world at large.

2. Emphasize Work-Life Balance

A recent survey indicated that millennials care more about paternity leave and eldercare support than other generations. It’s important to provide competitive vacation, benefits and perks packages to ensure that millennials lead a balanced life outside of the office too. Employees are more likely to plan long-term futures with your company when you support them in balancing professional and personal obligations. Some additional suggestions include:

• Allowing unpaid leave.
• Providing a sabbatical after a set time of employment.
• Sponsoring employee and family events.
• Offering more job sharing or part time opportunities.
• Giving downtime time after long projects.
• Offering remote-work time.

Many companies had to enable remote workforces during the pandemic. Some leaders have realized the additional flexibility that telecommuting can provide and will consider keeping this type of work model going forward to give employees more flexibility.

3. Promote Health and Wellness Programs

Candidates’ employment decisions are also being impacted by how healthy workplace environments are. Healthy employees are happy employees, and organizations with wellness programs in place retain more employees, have fewer sick days, and higher productivity. Although exercise should be a key component of these programs, they also rely on encouraging preventive care, prioritizing downtime, health education, and nutritional diets.

More employees than ever before are looking for opportunities to make a difference in the world through the work they do every day. They want to volunteer in their communities, be available to their families, and work on projects that have a positive impact on the world.