Great Talent is Ripe for Hiring if the Date Goes Well and Values Match

Thanks for dropping in today to read my take on attracting talent.?Not long ago, the goal after graduation was landing a job, one you’d likely plan to stay at for years, working your ass off in hopes of climbing to that corner office and earning a big salary. Success.

Those post-grad dreams have faded for recent graduates as well as more experienced job seekers who are constantly in search of their next career move. It’s no longer about being loyal to one in order to climb the ladder. It’s about playing hopscotch until landing on a company with values in common. A place you’re proud to continue working for.

We know from experience that employees aren’t sticking around—the Great resignation was hard to miss. Today, recent or soon-to-be grads would probably include landing a job as?a?goal but not the?only?goal because priorities are shifting from salary to purpose and values. The same goes for employees at all stages of their careers, but it’s especially true for the younger generations.

In a?report on corporate philanthropy ?put together by my team and I at Groundswell recently, we learned that two-thirds of employees say it’s important for the company they work for to align with their values. And to be clear, this is more than an idle statement about caring what a company values; job seekers are vetting potential employers to ensure the company or organization is a good fit for them based on a lot more than a mission statement.

Basically, workers want to know they are working for something besides a paycheck—they want purpose.

Without a doubt someone reading this is thinking: What the heck does Jake know about attracting and retaining a talented team with “purpose”?

I know it matters from my experience running a nonprofit organization, Team Rubicon, and as any nonprofit leader knows you need to be ready to slide more than a salary across the table if you want to compete for the best of the best.

Perhaps you’re still reading because your company is struggling to hire or retain talent (been there) but don’t be discouraged. Try taking this news like I have: As an opportunity.

I start by getting existential (about the organization).As a great starting point, you can define your purpose—why your company exists.

This isn’t your mission statement but could be related. Defining your company’s purpose might answer a follow-up question of your mission—why? And btw “to make money” is the wrong answer.

For example, the core?purpose?for Groundswell’s existence is because we believe in helping nonprofit organizations get the funding they need to survive and serve humanity’s urgent causes.

Like a mission statement, a statement of purpose should be etched in digital stone and painted on the walls of your social channels, not only for your potential next hire to see but for your B2C and B2B audiences as well. Because you don’t have all day, I’ll focus on attracting talented employees.

Ok, so the right person who has all the right skills and experience reads your statement of purpose, and she now knows what your company’s biggest value and reason for existing are. Then what?

It’s like a good handshake with the right amount of eye contact, a good start. Hopefully this prospective candidate feels that her values align with your company’s and is interested in finding out more about the position.

Proof is in the pudding.

One way to backup your company’s values is through corporate philanthropy, which, ideally, is motivated by a lot more than PR talking points. I often talk about the failure of current corporate giving (to which there are plenty of examples), but let’s look at the positive impact it can have as a means of aligning company values with those of its employees and future hires.

Corporate philanthropy that includes every employee in a company’s donation decisions is the next shift in hiring and attracting talent. CSR and HR leaders, I’m talking to you.

Philanthropy is quickly becoming a popular benefit offering because there’s no better way to show the employer cares about its employees’ (and future employees’) values than by joining them in supporting their charitable causes with a company giving program.

All I’ll say is, I wouldn’t want to let the right potential teammate pass by because my company isn’t offering the easy-to-implement employee benefit of workplace giving with a match.

Groundswell can be your company’s ultra-efficient giving program platform and a great way to highlight your workplace as one with values aligning with interested job seekers. With Groundswell you can even customize matching contribution options based on the rules established under your employee giving program.

I invite you to?keep reading ?or reach out to me directly with any questions.

– JW