Takeaway 4 - Understand your people
It sounds basic, but in a people-based business it’s key to really understand the people you have, those you want to hire, and those who choose to leave. Ustwo have ‘tell us’ engagement surveys twice a year and although according to Sinx they can be ‘quite sobering…’ they are great for taking a temperature check across the business.
In a similar vein he believes transparency is key. Whether it’s in-depth 360 reviews for everyone from non-exec directors to interns, or exit interviews when people leave, be open and try to get all the insight you can about what people love, and what they don’t.
Takeaway 5 - Stand out to the right talent
Ustwo dial up their difference to stand apart from those circling for similar talent. They can’t match the tech giants on salary, but they can offer variety, a big learning curve, unique culture and values – and those people that offer appeals too are likely to be the right fit for the business.
Points of difference and a strong company culture are vital – especially in digital as there’s a sea of jobs and not enough people to fill them. As Sinx shared, renumeration is almost like hygiene now, when it comes to recruitment, talent want to know about B Corp accreditation, progression in the business, meaningful work, and ustwo being an employee ownership trust.
Takeaway 6 - Consider all touch points
Georgia gave us the final piece of the puzzle: make sure prospective talent can find you and get to know you. As she shared, 'I was googling for jobs in Liverpool and the same sea of faceless jobs came up on Indeed and not much else’.
Make sure you’re thinking beyond Guardian jobs and Indeed. Georgia’s hunt took her to agency careers pages and the ones that authentically shared who they are, their culture and values made the real difference.
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