HR: what solutions to attract talent and retain employees?

At a time of searching for direction and the volatility of talents, developing your employer brand has become a major challenge for companies. Beyond the issue of remuneration, it is a question of making yourself attractive enough to attract new recruits and retain existing staff. Here are 3 solutions to put in place to improve your recruitment processes… and make your employees want to stay.

1.  Take care of your online image

When evaluating a CV, it is not uncommon for an HR advisor to inquire about the digital reputation of the future recruit. We find the same reflex on the side of candidates, who will scan your site, but also social networks, forums and reviews, in order to form an opinion on their potential new company. Rather than letting other people speak for you, it is better to make the company's voice heard by communicating transparently on the web. To improve the company's e-reputation, it is therefore advisable to:

• Provide a “Careers” page on the company's website. This space can be used to highlight the values of the company and the advantages of working there. It can also bring together all current job offers.
• Fill in your employer profile on sites such as Glassdoor or Choose my Company, which centralize anonymous employee comments and compensation information.
• Create engaging content. Publications on social networks showing what the daily life of teams looks like, portraits of employees to introduce a profession, articles on company news... The web and social networks must be used to present your structure at its best.

2.  Ensuring quality of life at work

Beyond pleasant, clean and secure premises, conducive to creativity but also to well-being, a good quality of life at work is characterized by many points. Thus, the new generations of workers aspire to more flexibility in the organization of work. They will appreciate being able to telecommute from time to time, and will be sensitive to the implementation of services aimed at improving their daily lives, such as a concierge service or an internal social network. In order to ensure that everyone feels integrated into the corporate culture, it is important to plan times for conviviality. In addition to strengthening ties between colleagues, these moments can be sources of synergies for the company.

3.  Engage in a CSR approach

Young talents are even more sensitive to environmental and societal concerns than their elders. Thus, corporate social responsibility (CSR) is one of the levers to be activated to attract them. The fight against climate change, actions to promote gender equality, commitment against all forms of discrimination... A company's CSR can be a differentiating criterion during recruitment, and be a source of pride for long-time employees. It is therefore advisable to promote a CSR approach, in order to attract candidates who share the same values as the company.

What do these 3 points have in common?

To take care of its image, improve the quality of life at work and act in accordance with its CSR approach, there is a very simple solution that will make it easier to attract candidates: subsidize public transport for staff. Geneva and its region have an extensive public transport network. Promoting the use of this mode of travel not only makes it possible to act in favor of the environment, but also for the well-being of employees who will arrive at work in more serene conditions than by car. Moreover, in the canton of Geneva, more than 200,000 people travel every day thanks to tpg!
To stand out from the competition and improve the salary package, you can therefore decide to promote sustainable mobility, by subsidizing the public transport of your employees. To help HR in this task, tpg provides the tpgBusiness platform free of charge. Thanks to this tool, you can configure the amount of the subsidy in a few clicks and everything is done automatically, without you having to manage expense reports. Discover our solution!