President & Founder of Mekky Media Relations, a boutique PR agency based in Chicago with clients nationwide, delivering powerful publicity.
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One of the many ways the pandemic has affected the lives of business leaders is that it has become increasingly difficult to find, attract and retain quality candidates to fill open positions.
Many CEOs I know tell me they are devoting more time to talent acquisition than they used to. This has been the case for me as well. The bottom line is that the pandemic has led many people to reevaluate their career choices. Fewer are looking for jobs, and those who are in the market have the luxury of being more selective.
I believe this has led some leaders to take a look at their organizations, maybe even their leadership styles, and ask themselves some hard questions: Is this a place where people want to work? Does the culture stand out in a crowded field? Does my company offer fulfilling opportunities and perks that will appeal to applicants who are weighing a variety of options?
I’ve asked myself these questions many times since starting Mekky Media Relations five years ago, especially since the pandemic started. And I’ve made some changes along the way to ensure I’m building the kind of positive, supportive, authentic culture I was always searching for in the early years of my career. This is what today’s employees want, especially now that our new work-from-home climate has shown us that a more flexible approach is not only possible but often preferable.
How can today’s leaders elevate their companies as workplaces so they can compete in this competitive post-pandemic (or mid-pandemic) hiring environment?
1. Tell your story.
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As PR professionals, we’re accustomed to elevating our clients. But it was a leap to think of doing that for myself and my company. Today, I’m thankful I did invest in my personal branding as well as for my agency.
The people I’ve hired recently have told me they were attracted to our agency after reading our story and seeing our successes as told on our social media channels. They were inspired by Mekky Media’s journey, and they knew that at our agency, they would be surrounded by good and talented people and be able to seize opportunities to learn and grow.
Most job applicants look at a company’s social media before deciding to apply, so don’t shy away from telling your story in a public way.
2. Provide room to grow, and empower people to take on new challenges.
Many of us remember what it feels like to be stuck doing the same thing day after day with no hope for better, more interesting work to come. Today, we must continually give our teams different opportunities, let them flex their skill set and show what they might be capable of. This is truly the best path toward self-improvement. The results not only benefit the employee, but they can also greatly help the organization as well.
Some of my team members have found a new niche in PR after we encouraged them to try new things. And they have gone on to achieve exemplary results for clients we might not have thought to connect them with.
3. Foster trust from top to bottom to ensure a flexible model of work can be successful for all.
Before 2020, our team started to move past traditional 9-to-5 thinking. Then the pandemic came along and propelled us far beyond that outdated model. Today, many companies, including my own, continue to give staff the ability to work from home, still hold Zoom meetings and offer unlimited personal time off. Many of us would have thought this was crazy a few years ago, but it has worked quite well for my team — we’ve experienced record growth over the past year and a half.
What’s the secret? Trust. Team members must have faith in each other and their leadership team. This means we’re ready and willing to back each other up whenever necessary. This necessitates frequent communication so everyone has a solid understanding of each client’s needs. We all trust that even in this hybrid environment, the work will get done.
4. Make work fun and balanced.
Many of today’s job candidates want to work with and for people they like. They want to have fun and enjoy the workday. They want to feel they are heard and that the boss is accessible. This is why culture is king! If your company is not doing a good job in these areas, it’s time to make some changes.
In addition, I believe people are looking for employers that make a strong commitment to their well-being. I’m talking about specific, creative programs that resonate with busy, stressed-out employees. We’ve implemented wellness sessions that focus on things like yoga, meditation, mindfulness and cooking. I’ve gotten positive feedback from my team, even after the pandemic forced us to meet virtually. I tend to gravitate toward being a workaholic, and I know the physical and mental toll that takes. So I make a huge effort to focus on work-life balance and wellness for myself and my team. We’re all healthier for it!
These ideas are important recruiting tools at an essential time. They can lead to a happier workforce, which means it’s not only easier to recruit good people but also to retain them. And more importantly, they are the right thing to do. They will make you a better leader, and you’ll feel good about taking care of your people.
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Author: Michelle Mekky, Forbes Councils Member
