In this employee’s market, employers are faced with numerous questions: stick with remote work, issue a return-to-office mandate or land in the middle with some kind of hybrid arrangement, for example. Take a public stand on social issues or remain neutral in the hopes of avoiding potential backlash and negative PR. Bolster pay and benefits to help employees better cope with inflation or encourage workers to make better use of what is already being provided to them.
From the moment a potential candidate expresses interest in an opportunity, it’s incumbent upon the employer to ensure they continuously engage that individual. Ghosting among job seekers and new hires is at an all-time high. That’s not surprising when you consider just 39 percent of new hires say they had a great or awesome candidate experience.i
The same basic premise holds true when it’s annual enrollment time for new employees coming on board as the result of an acquisition. At this pivotal, uncertain time, the employer must focus not only on making these new members of the workforce feel welcome, but also on engaging them in their benefits and increasing utilization of wellbeing programs.