LinkedIn has released its list of the 25 companies that Australians would most like to work for. What makes them so attractive?
We learned from Smart Company that LinkedIn’s list is compiled from data sourced from Australian LinkedIn members, but also from engagement with individual companies. They include the number of job applications, employee engagement, and employee retention.
LinkedIn’s analysis is only based on companies with at least 500 employees, and some on the list have several thousand. So most small and medium sized enterprises (SMEs) will never be on this list, no matter how desirable a job there would be.
However, human resources expert at HR Staff’n’Stuff Danielle Stone believes the top 25 companies have in common a number of factors which make them attractive to potential employees. Even small business owners can apply some of these tips to make their workplaces desirable to new candidates.
LinkedIn’s top two spots were taken by accounting firms PWC and KMPG. Both have a focus on employee wellbeing and flexible work. Who wouldn’t want that in a job?
Also near the top of the list are banks Westpac and Commonwealth, retailer Wesfarmers, iconic Aussie airline Qantas, engineering company CIMIC Group, accounting firm Deloitte, the Macquarie Group, and Telstra.
Director of talent and learning solutions at LinkedIn ANZ Jason Laufer said the companies on the list all have a “strong employer brand” which is crucial to their recruitment.
“We know that a company’s culture and purpose are key drivers for attracting great talent, but also retaining employees,” Laufer said.
What else makes these companies good to work for? An efficient on-boarding program, work flexibility offerings, a focus on wellbeing, and beneficial leave programs.
Danielle Stone says “It’s relatively simple for SMEs to adopt some of these sorts of principles to ensure employee engagement and make the business a place that people are proud to work at.”
In Stone’s opinion, it’s all about SMEs thinking outside the box when it comes to attracting future employees, noting most small businesses don’t have the resources to put a concentrated focus on employee engagement strategies.
However, she warns business owners shouldn’t always take these tasks into their own hands, advising businesses to speak to their staff about what they want, and use that as a basis to build their strategy.
“Some business owners try and determine what the staff want and come up with all these ideas which invariably miss the mark,” she says.
“Doing a simple employee engagement survey and finding out what’s important to staff and employees is where business owners should start.”
Another way to attract the right employees is to define what’s important, then have managers take an interest in progress.
This will include discussing, clarifying and documenting goals – for the organisation and the individual. Managers should hold frequent 1-on-1 meetings to discuss progress in meeting those goals. The meeting and goal progress notes can be emailed to the employees. When managers simply take interest in their employees’ progress, they’ve won half the battle.
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