Vous avez du mal à attirer les meilleurs talents pour les opérations RH. Comment se démarquer grâce à des stratégies innovantes ?

What sets an organization apart from its competitors is the unique benefits and engagement programs it offers to its employees. By leveraging these distinctive advantages, organizations can effectively attract top talent and distinguish themselves in a competitive market. Examples of Unique Benefits include Flexible Work Hours, Financial Perks, Wellness Programs, Family-Friendly Policies, Career Development and Work-Life Balance initiatives.

Offer options like remote work, flexible hours, or compressed workweeks. Flexibility can be a significant draw for many professionals. Provide access to ongoing training, professional development programs, and mentorship. Implement comprehensive wellness programs that include mental health support, fitness memberships, stress management workshops, and wellness challenges. Introduce benefits that support work-life balance, such as generous paid time off, parental leave, and support for caregiving responsibilities.

Benefícios flexíveis: Ofereça benefícios que atendam às necessidades e preferências dos diferentes perfis de profissionais, como horário flexível, trabalho remoto e programas de bem-estar. Oportunidades de desenvolvimento: Invista em programas de treinamento e desenvolvimento, oferecendo chances de crescimento e especialização dentro da empresa. Cultura de aprendizado: Crie um ambiente que estimule a curiosidade e o aprendizado contínuo, oferecendo acesso a cursos, workshops e eventos.

Organisations make budgets for roles and, sometimes, go beyond thresholds to get what they want. However, with the current realities, this may not be feasible. It is, therefore, necessary to be creative in their compensation and benefit plans. The following, amongst others, can be incorporated: 1. Wellness offerings. 2. Perks. 3. Work-life integration. 4. Continuous professional and career development plan. 5. Mentorship programs. 6. Recognition and reward. 7. Diversity, Inclusion, Equity, and Belongingness.

Clearly define your company’s core values and mission. Make sure they reflect the principles and practices you want to embody. Ensure that your culture is consistently communicated through all touchpoints, including job postings, your website, and social media. Create an inclusive environment where all employees feel respected and valued. Give employees the freedom to take ownership of their work and make decisions. Facilitate team-building activities and create opportunities for cross-departmental collaboration.

Histórias reais: Compartilhe histórias inspiradoras de colaboradores, mostrando como a empresa valoriza o desenvolvimento profissional e o bem-estar. Valores e cultura: Destaque os valores da empresa e como eles se traduzem em um ambiente de trabalho positivo e inclusivo. Presença digital: Utilize as redes sociais para mostrar a vida dentro da empresa, promovendo eventos, iniciativas e conquistas.

Utilize elementos de jogos para tornar o processo seletivo mais engajador e divertido. Crie experiências imersivas para apresentar a empresa e o ambiente de trabalho aos candidatos. Conecte-se com influenciadores da área de RH para divulgar as vagas e aumentar o alcance. Crie um blog para compartilhar artigos sobre gestão de pessoas, tendências do mercado e a cultura da empresa. Produza materiais ricos para atrair e engajar os profissionais da área. Utilize as redes sociais para compartilhar conteúdo relevante e interagir com a comunidade de RH.

The times of working with out-of-date software is over; I want to believe so, based on my own experience. To attract and retain HR professionals aiming a careerpath within the HR Operations domain, offering an attractive Comp & Ben package is essential, but not per definition sufficient. Distinguish yourself as an employer by showcasing the latest technology that will appeal to HR talent (and it does not have to cost you an arm and leg). Invest in AI-driven tools, like for Recruitment processes, as an example. Get tailor-made Performance Management software, whilst also budgeting for company or industry-relevant HRIS software. Not only will it make your HR processes easier, but also more attractive in comparison with tools from yesterday!

This is key for HR Ops role, the experience is absolutely crucial to learning for an HR career long-term. Awareness of HR Ops processes in practice is fundamental for any HR leadership role too. Career progression should be made clear at attraction and through selection process.

Equipes diversas: Demonstre o compromisso da empresa com a diversidade e a inclusão, construindo equipes com diferentes perspectivas e experiências. Políticas inclusivas: Implemente políticas que promovam a igualdade de oportunidades para todos os candidatos. Comunicação inclusiva: Utilize uma linguagem inclusiva em todos os materiais de recrutamento e durante o processo seletivo.

A few ways to build on this would be to encourage a volunteer time off per quarter goal. Volunteering with local organizations will enhance the visibility of the company (free employer branding) as well as directly impact the community. As an additional step you can then encourage those who have volunteered to share their stories, this enables them to become brand ambassadors for your company. There is then an opportunity to leverage these employee stories on your career page or via company newsletters as candidate attraction tools.