Animal Health Jobs : New Employment Opportunity

Teresa: Before we turn to the intangible attributes, I have a question. Where do money and compensation fall in this discussion?

Stacy: That’s a great question and a very valid one. Money and compensation fall into the category of tangible. It’s directly related to the employee’s duties and responsibilities because that’s the way in which they’re compensated. Now, there’s something important to remember about the role that money plays in this process Animal Health Jobs.

Money and compensation certainly play a role in being considered an employer of choice. However, the better the candidate, the less important money becomes. That’s because candidates know they can command the money and compensation they desire, if not from your organization, then from another.

Teresa: Which brings us back to the important intangible aspects . . .

Stacy: Exactly. And if a candidate—especially a top candidate—is seeking a new employment opportunity, what they’re really seeking is one that will be personally satisfying and professionally meaningful. That’s something I mentioned earlier, but it bears repeating, because those two things are closely linked to the intangible attributes of an employer of choice.

Let’s start with the first one: personally satisfying. What does that mean? Well, it encompasses quite a few things, including:

The relationship that the employee has with their manager
The relationships that the employee has with their co-workers
The sense of accomplishment they enjoy as a result of their job
The recognition they receive from the company, their boss, and/or their co-workers for the work they’re doing
The positive feelings they have due to the fact they know they’re pursuing their passions

Teresa: What about that phrase you used, “professionally meaningful” . . . what does that entail?

Stacy: For a candidate or an employee to consider an organization to be an employer of choice, that organization has to stand out from other companies in terms of what it offers. Here are a few of the criteria top candidates use to assess companies:

Whether or not the company’s core values are in line with their own
Whether or not the company is socially conscious and “gives back” to the community
Whether or not the company stands for something more than just making a profit
Whether or not the candidate or employee can envision staying at the company long-term

At the beginning of last year, The VET Recruiter conducted a survey of candidates in the Animal Health industry and Veterinary profession. As part of that survey, we asked candidates what they look for in an employer. According to the results of the survey, the top 10 things that candidates want are:

#9—Excellent products/new technology
#8—Stability within the industry
#7—Educational opportunities
#6—Company culture/supportive environment
#5—Good wages/benefits package
#4—Integrity/honesty/great reputation
#3—Fairness/to be treated with respect
#2—Strong leadership and vision for the future
#1—Opportunities for growth and advancement

These 10 things represent what it takes for a company to be considered an employer of choice. That’s because these are the things that candidates are looking for and that they want from their employer.

Teresa: Is there anything else that companies should be aware of?

Stacy: Yes, they need to be aware of how they’re perceived in the marketplace. Remember that branding is how the company is viewed in the minds of candidates and job seekers. Everything that an organization does and does NOT do brands it, and I have an example of this.

A company reached out to me recently to ask for my help with filling a position that had been open for six months. They had been trying to fill the position on their own without success. Now they wanted to hire me to help fill it for them.

The trouble began when I reached out to a potential candidate for the role. When I spoke with him, he asked, “Hasn’t that position been open for six months? Why can’t they fill it?” The problem was his perception. He believed that there must be something wrong with the position or possibly the employer since the position had remained open for six months Animal Health Jobs.

So think about that for a minute. The hiring manager had never spoken to the candidate. The candidate had never interviewed with the company. But the candidate now had a negative perception of the company. They certainly did not view it as an employer of choice.

Teresa: You also mentioned at the beginning of our podcast about companies “selling themselves” to candidates. Can you elaborate more on that?

Stacy: If an organization is an employer of choice, chances are good that “word of mouth” will help it to gain visibility in the marketplace. However, that does NOT alleviate the organization’s officials from the responsibility of selling the company to candidates. If your organization is an employer of choice, tell candidates this, show them how you’re an employer of choice, provide examples of what you’re doing and how you’re doing it, and make sure that you’re selling the company all through the interviewing and hiring process.

Being an employer of choice doesn’t help that much if you’re not hiring the very best candidates because of it.

Teresa: Stacy, thanks so much for being here and providing this information for us Animal Health Jobs.

Stacy: You’re very welcome, and I’m looking forward to our next podcast.