Can’t afford to pay more? Be radically transparent with candidates
Ever read an article that confirmed your thinking that the world of work has gone mad? This was me, as I read业务内部人士的文章揭示了苹果，亚马逊，Facebook，Google，Microsoft和其他带有深厚口袋的大公司等公司的工程师，开发人员和产品经理的收入。
The salaries were so breathtaking, I emailed it to myself using the subject line ‘silly salaries’. Because what are lesser known companies meant to do? Worse, what are small- and mid-sized businesses meant to do, when trying to attract people who have the choice of jobs, when they know they cannot possibly compete on salary?
拥抱透明度
对于那些二十多年前开始我们的职业生涯的人来说，我们记得当您不能简单地使用搜索引擎并输入“招聘人员伦敦”并看到2960万结果时。您找不到并跟踪薪资信息或阅读评论，这些评论显示了闭门造车的生活。工作世界相当不透明。
随着互联网和2008年全球金融危机的爆炸，这一切都改变了。人们使用LinkedIn，Facebook和Twitter等网站分享，连接和寻找工作。随着互联网的发展，从负责公司的公司转变为控制命运的员工。
现在？在2022年，公司再也无法自大地思考：“感谢为我们工作”。相反，领导者应该感谢人们选择为他们工作。
This employee power has led to many initiatives that have been the focus of HR in recent years in the hope of retaining talent. These includeemployee engagement,Deib,精神健康,flexible and hybrid working， 和更多。
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The companies who have not become people-first are the ones that fear The Great Resignation or, more aptly, The Great Reassessment. They cannot throw open the door, because people wouldn’t choose them.
变得透明
没有公司是完美的，人们甚至期望这一点也不是现实的。但是，人们确实寻找诚实，平易近人，自信，反思，对人民学习，关怀和信任的领导者。
Future employees also look for the impact the company is making, and if this is something they want to be part of. Look around at the companies that have thrived through the pandemic, and you’ll find出色的领导才能模仿和明确定义的任务。
Plus, according toresearch from Gartner，交付员工价值主张的组织可以将年度员工营业额降低近70％，并将新开始者的承诺增加多达30％，因此这是有意义的。
此外，Gartner的研究发现，经过深思熟虑的EVP可以在候选人吸引力过程中获得红利 - 当候选人将EVP视为有吸引力时，公司可以将其薪酬溢价减少一半，并使50％的人进入人才市场。
因此，将您的出色执行副总裁拿出来，并在线分享。你是怎样做的？尝试以下三种初学者策略：
1. Compelling human stories
在我的书中防护机器人的招聘人员, marketerBennet Sung解释了使用这样的人类故事的价值。
“Persuading candidates to come and work for you is one of the most complex story tells that anyone has to engage with. Unlike products, which have a tangible list of features, selling your values, mission, culture, team and manager (employment brand) is much more experiential and personally different for each candidate. This storytelling requires finding a way for a candidate to virtually experience the employment brand and that could be via a wide range of channels including hiring manager videos, employee videos, reputation sites, and so on.”
“与具有切实功能清单的产品不同，出售您的价值观，使命，文化，团队和经理（就业品牌）的产品对每个候选人来说都更加体验和个人不同。”
Over the course of 2021, you may have noticed that hiring recruiters became incredibly difficult, and not every company or agency can compete on price. Take not-for-profit recruitment agency,Radical Recruit， 举个例子;它们的存在是为了弥合处境不利的求职者与工作世界之间的鸿沟。
激进的新兵无法竞争薪水，但令人惊叹的招聘人员选择加入他们。为什么？因为他们分享他们的人类故事LinkedIn,Instagram,Twitter和Facebook. You will see videos and posts from their leader,Emma Freivogel，来自真正喜欢他们所产生的影响以及他们支持的人的团队。它们不是完美的，但它们是一本人们选择的书。
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2. Non-monetary incentives
考虑一下您可以提供的内容不涉及到口袋。你能提供公平还是真正的灵活性, for example? Or offer bikes, electric cars and other incentives via a salary sacrifice scheme?
与其他可行贡献者聊天，Suzanne Lucas, about this dilemma, she proffered the 4-day working week. Not revolutionary – there’s even a如何实施职位here – but it is effectively a 20% pay increase. Just by changing your hours, you could attract new people on the same salary rather than having to offer an increase.
Plus, by getting into the trend early, your current employees will not only love it, they’ll struggle to find another employer doing the same so you’ll increase retention.
But Suzanne also warns that you must not offer a 4-day working week and still expect people to respond or even attend meetings on their day off. In my work, I have seen these kinds of leaky boundaries lead to all sorts of problems, including reduced employee engagement and bad reviews impending future hiring. Be sure to agree to and stick to a set of parameters with your employees and new joiners, so it is easy to manage and morale stays high.
3.向您的人民提出想法
You are not alone. You already have a team of people working for you who would be happy to get involved. Often though, they don’t understand how challenging the finances are or that, perhaps, you have barely paid yourself during the pandemic, until you tell them.
Sometimes the simplest things are the most effective. A great example在英国国防部看到. By encouraging employees to share new job vacancies with the women they knew, they saw an increase in the number of applications, job offers and accepted offers by women, even in traditionally male-dominated roles.
因此，即使寻求帮助也可以从恐惧到羞耻感（尤其是在公司领导者）中提高各种感觉，您的人民也会爱上您的脆弱性并欣赏您的信任。他们还会有很多建议。毕竟，他们选择与您合作；最大化它！
In summary, while it’s high up the list for many, money isn’t the only reason people will choose your company. Take advantage of the free tools available that let you open the door to your business.
让人们看到它，疣和所有。分享员工的故事，使命和成功，甚至是您的失败和经验教训。发挥创造力，让所有人参与进来，并观察它将与您的招聘有所不同，即使在这个市场上也是如此！
