The lifeline of any company is attracting and retaining top-notch talent. High-performing employees serve as the building blocks for setting the foundation for organizational success. In a competitive workforce with a limited talent pool, recruitment and retention strategies have become more essential than ever.  

Following the Great Resignation (2021-2022), where an average of 4.5 million employees per month voluntarily left their jobs, the workforce has experienced a significant shift in talent and competition. In a changing employment landscape, 97% of employers value “soft skills” just as much or more than traditional skill sets. To meet the evolving demands of the workplace, employers are paying more attention to qualities such as communication styles, digital literacy, adaptability and emotional intelligence. This shift intensifies job seeker competition, prompting individuals to focus on continuous learning and upskilling for job market competitiveness.

Looking specifically to the veterinary field, veterinary turnover rates average a drastic 25%. When 70% of Americans own a pet, meeting the consistent demand for pet care can pose significant challenges when paired with high turnover. As professionals in the veterinary industry, we must adapt strategies to recruit and retain veterinarians in a field with increased demand and limited talent pools.  

More broadly, many employers are facing challenges in recruiting and retaining top industry talent, while employees are presented with new opportunities and enticing incentives. So how do companies remain competitive to ensure their long-term success?  

Recruitment Strategies to Employ

Across industries, attracting top talent requires understanding workplace trends and crafting thoughtful recruitment strategies. Take the veterinary field, for example. Like many healthcare professionals, veterinarians often face high emotional stress and burnout. By tailoring benefits to address industry-specific challenges, employers can resonate with target candidates to attract top-tier talent. Here are some strategies for consideration:

• Developing an Employer Brand and Becoming a “Destination Employer” – Building an employer brand involves creating a positive reputation and identity for your organization as an employer. This includes showcasing company culture, values and opportunities to attract top talent. Showcasing employee engagement and offering a compelling employee experience is an important part of cultivating this brand. In fact, 75% of potential applicants consider an employer’s brand before even submitting their application.  

• Taking a Personalized Approach to Benefits Packages –  88% of applicants compare benefits packages when weighing high-paying versus low-paying positions. As employers, we’re uniquely positioned to create industry-leading benefits packages that cater to the specific needs of our workforce. To adapt, employers should remain informed about workplace trends and understand their employees’ diverse lifestyle needs. For veterinarians, offering premium health benefits, student debt assistance, robust retirement planning and parental leave can significantly enhance and support team members at every stage.

‍

Read full article here