Animal Health Jobs : How to Become the Employer of Choice in Today’s Marketplace
Welcome to “The Animal Health Employment Insider,” brought to you by The VET Recruiter. In this podcast, search consultant and recruiting firm owner Stacy Pursell provides keen insight and practical advice for both companies and job seekers, with a focus on helping organizations acquire top talent and helping professionals attain career-enhancing opportunities.
Teresa: Welcome to today’s podcast. I’m joined by Stacy Pursell of The VET Recruiter, and we’ll be talking about being the employer of choice for top candidates in the marketplace. Hello, Stacy, and thank you for joining us.
Stacy: Hello, I’m glad to be here.
Teresa: Obviously, every organization in the marketplace would like to be known as an employer of choice. But something that is also obvious is that not every company IS an employer of choice. What do you believe accounts for this Animal Health Jobs?
Stacy: Well, there are a couple of things. First is the fact that companies have to do what is necessary to be an employer of choice. Not all companies are able to identify what those things are and then put those things in place within their organization. Second, even those companies that identify and implement these things often don’t ensure that they’re promoting themselves enough—in essence, “selling themselves” enough—to top candidates.
Teresa: What’s the first thing that companies can do to become an employer of choice?
Stacy: Organizations have to assess a number of benchmarks, including hiring success, turnover rate, and overall employee satisfaction. They should ask questions such as the following:
Have all of the candidates you’ve extended an offer to in the past three years accepted that offer?
If they haven’t, what’s the percentage?
How many employees have quit working at your company to pursue another opportunity during the past three years?
What are the reasons those employees left?
How do top candidates currently view your organization in the marketplace?
How are candidates treated during the interview process?
And how do you want your organization to be viewed Animal Health Jobs?
Teresa: That’s certainly a lot of questions. How important is an initial assessment such as this one?
Stacy: One of the problems that organizations run into is that they don’t manage their brand very well. In other words, they’re not aware of what exactly their brand is, and their brand involves everything from how they’re viewed in the marketplace to their core values to their company culture. An initial assessment like this one creates a realistic starting point, especially in regards to which direction the company should go first.
Teresa: What kind of overall philosophy or strategy should companies employ when they’re approaching an endeavor like this one Animal Health Jobs?
Stacy: Being the employer of choice revolves mainly around the ability to give top candidates what they’re looking for. That means a couple of things. First, an organization must know what candidates are seeking in new employment, and second, that organization must know what is currently being offered to top candidates by other employers. An organization can’t become an employer of choice unless it knows what the criteria are for becoming one.
Teresa: What are some of those criteria?
Stacy: Well, there are two main types of criteria for becoming an employer of choice: tangible criteria and intangible criteria?
Teresa: What do you mean by that, exactly, tangible vs. intangible?
Stacy: The tangible criteria involves everything that the employee does concerning their job—their duties, responsibilities, the actual work that they do on an everyday basis. The intangible criteria involves other, less noticeable things, such as the company culture, the way in which the employee interacts with their co-workers, their relationship with their boss, etc. Believe it or not, the intangible criteria often play a larger role in determining which organizations are employers of choice.
Teresa: Can you elaborate some on the tangible criteria?
Stacy: To be considered a top employer by candidates, companies must offer challenging, forward-thinking work. People want to work for organizations that are leaders within the industry. Not only does that mean being on the cutting edge of technology whenever possible, but it also means being on top of industry trends and developments and continuously pursing projects that will help the company maintain its place as a leader.
Organizations must also offer opportunities for both training and advancement. Employees want to work for a company that invests in them by helping them to acquire new skills so they can stay at the top of their field. Employees also want to work for an organization that has a clearly defined career path. This is especially the case for the best employees. They want to know how they can grow within the company and what they have to do in order to get there.
A job is not “just a job” for these employees. They’re seeking work that they find both personally satisfying and professionally meaningful. This is the type of work that an employer of choice offers to its employees, and it’s the type of work that top candidates seek out.
Teresa: You mentioned, though, that the intangible criteria often play a larger role in determining which organizations are employers of choice. Why is that?
Stacy: The intangible attributes that I’m going to address often serve as the differentiators or the “tie breakers” when it comes to a candidate choosing between multiple organizations. For example, let’s say you have a candidate who is interviewing with multiple companies, and they receive offers of employment from three of them at roughly the same time. It’s a difficult choice for them because all of the tangible criteria are pretty much the same. The companies involved are basically in a “three-way tie” in their quest to secure the candidate’s employment Animal Health Jobs.
In a situation like that, the companies’ intangible traits become more important. They serve to help the candidate decide which offer they should take and which ones they should turn down. While companies often closely mirror each other in terms of what they offer tangibly, that’s not always the case with the intangible.