4 hidden techniques to increase your competitiveness in the modern employment market

The only constant is change in today's modern employment market. From mass layoffs in 2020 to hiring sprees in 2021 and now quiet quitting, it can sometimes feel impossible to keep up.

That's why it's more important than ever to stand out from the crowd and attract top talent who'll stay engaged and stick around for the long haul.

Whether a small business or a Fortune 500 company, you need the right employees to help grow your brand and achieve your goals.

So if you're looking for the best-kept secrets and tips on attracting the best talent and boosting your competitiveness in a modern employment market, this article is for you.

Are you ready to learn more?

Let's dive in.

Invest in professional development opportunities

Nearly 6 out of 10 millennials say that development opportunities are critical when deciding whether to apply for a job.

Think about it this way: Why would a candidate willingly apply to a role at your company if there isn't room for growth or opportunities to learn new skills? It's like venturing down a dead-end road.

Plus, it can set a presence that your organization treats employees like cogs in a machine instead of valued contributors to long-term business growth.

That said, there's no better way of attracting new talent than by showing off how much you value the current people who work with you — and what better way to do that than by investing in their personal and professional growth?

Show potential and current employees that you care about their career paths by offering training and development programs and mentorship opportunities.

Step it up by investing in a learning management system to streamline your training programs while providing additional opportunities for employees to learn new skills.

Through a structured online course, employees can learn how to improve the necessary skills for their jobs, such as time management, teamwork, communication, conflict resolution, and decision-making.

You can also offer courses on learning new skills like graphic design, financial literacy, or other industry-specific topics. But don't stop there — the more opportunities for growth, the better.

You don't have to implement everything at once! Start with a good onboarding program, and keep improving the experience to keep your employees hooked from day one and beyond. That way, you’re sure to retain your recruits for the long term.

Double down on your company culture

Don't underestimate your company culture as a driving force to stand out in a crowded employment market.

Employees want to feel like they are part of something bigger than themselves, and a strong company culture provides that for them. Take Google as the perfect example. Its unique company culture is a top-selling point for working there, which ultimately attracts 3 million applicants annually.

A good company culture should also reflect the values and beliefs of your organization, which means it's not just nice to have — it's essential for success.

Why? Because values are important to employees. For instance in the USA, according to the America@Work Report, 36% of employees agree that good company values are the best way for employers to stand apart from competitors when attracting talent.

So if your company's values don't align with those of your prospective employees, it'll be challenging to attract your ideal candidates.

Be proud of your corporate values and make sure they're communicated clearly and consistently throughout your company. This simple gesture solidifies your commitment and showcases to potential candidates that your organization is aligned with their exact goals and ambitions.

So where should you start and how could you show that your company is the place to work? Applying the principles of business marketing to human resources management to develop your employer brand through HR marketing is the way to go! 

Prioritize diversity and inclusion initiatives

Diversity and inclusion are no longer buzzwords leading into 2023, but rather important concepts in our society.

A diverse workforce leads to better decision-making and problem-solving, employee satisfaction and retention, and financial performance — and it's an effective way to attract the future of your workforce.

Gen Z is the most diverse generation ever: almost half (48%) of Gen Zers self-identify as "racial or ethnic minorities" compared to 39% of Millennials.

Suppose you want your company culture or team strategy to evolve in ways that reflect what matters most in today's modern world. In that case, you need people with different experiences than you do working together toward common goals.

Because of this diversity, Gen Z employees are bringing fresh perspectives on everything from workplace dynamics to leadership styles.

And diversity and inclusion have made a prominent appearance on the checklist of requirements for employees deciding whether to take a job with a new organization.

A 2022 Gallup study shows that 42% of US employees agree that it is important for an organization to be diverse and inclusive of all types of people.

As many employers have found out, job candidates today want concrete, substantial change when it comes to these issues, not just promises. Be prepared to discuss those changes and commitments.

Create a strong online presence

LinkedIn is one of the largest professional networks in the world and offers a unique opportunity to attract top talent.

Fifty-two million people use LinkedIn each week to search for jobs, so it's essential to focus on a strategy that builds a strong online employer brand that you can use to find candidates and engage with them during their online job search.

For instance, when you want to fill specific roles for your organization, don't be afraid to put yourself out there and advertise that you are actively hiring. You can start by conducting cold outreach via LinkedIn messaging or posting on job boards like Salarship or Indeed.

And remember to tell your current employees to add that your organization is hiring into their own LinkedIn bios. You can even spruce up your own organization's LinkedIn cover page by using a collage maker to gather different images, effective business videos, or text that might attract new candidates.

Building a robust online presence is imperative in today's digital age. Having an attractive website, making sure all social media outlets are active and being consistent with any other marketing efforts you have in place are the name of the game.

Time to stand out in a modern employment market...

Employees are looking for more than just a job.

With the rise of the gig economy, new generations entering the workforce, and the blurring lines between personal and professional lives, it’s time to adapt your approach to recruitment.

Rather than focusing on traditional job descriptions and salary packages, you must create an environment that attracts people who want more than a job that pays the bills.

The key is to recognize that people want these different things from their jobs and be sure that your company culture reflects what employees are looking for regarding work-life balance, personal growth opportunities, and diversity and inclusion.

With these things in place, you can shine above your competition. And soon, the floodgates will open, with highly qualified candidates coming pouring in. 

But hiring doesn't end when you sign a work agreement with a recruit. A good onboarding strategy will ensure that new hires not only perform well but also feel motivated from the start.

So you get it, the onboarding experience you can provide will have a huge impact on staff retention and recruitment ROI (if you’ve read this far, just for you: here are 7 strategies to calculate and optimize the ROI of new recruits).

Happy hiring!