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LinkedIn’s guide to beat September back to work blues and retain staff

Suffering from a severe case of back to work blues” Maybe you don’t, but your employees may. If you do, you’re not alone as today marks the day when in 2016, we saw the most job seeking activity on our platform in the UK.

Often viewed by employers as a passing phase or another buzzword, the back to work blues is real and can be clearly seen by the actions of our 23m UK member base. In fact, 20 September last year was the day when we saw the largest number of job searches and applications.

So, with the evenings getting darker and summer holidays now a distant memory, now is the time to ramp up your business and staff to prevent this back to work blues slump.

And to help you do just that, we have looked at what drives UK professionals to stay or leave their current roles in our latest report, Inside the Mind of Today’s Candidate. Here are the three ways this research can help you beat back to work blues:

Engage your employees

September is often a month when employees tend to re-evaluate their careers and start looking ahead to the end of the year and into next.

While this might mean some employees will decide to move on, and this is inevitable at any business, using this reflective period to re-engage your team by having open conversations, offering new opportunities for growth, perks or challenging new tasks will help remind them what your business can offer and value they bring. Do not underestimate your current workforce while you focus on hiring new talent.

Our research shows that in September 2016, job views were highest on Mondays and Tuesdays, so good days to set up your meetings with employees to carry on the career growth conversations. Moreover, on average, there were 2.5 times more job views on a Monday than on a Sunday. Overall, Mondays seem to be the important days.

And by looking internally first, you can be sure this positivity will filter outwards too. Our research shows that an employee’s opinion is seen as three times more trustworthy than the CEOs. Getting this stage right will ensure you have a positive team of brand and talent ambassadors representing your business.

It’s not all about the money

While salary is an important factor for most employees, there are other considerations to think about which are all too often side-lined in a bid to hire and retain staff. Our research shows that people see professional growth, challenging work and skill development as top drivers when deciding whether to move on or stay at their current company.

Use this time to go back over your employees” development plans and really work out what their aspirations are and how you can help. Don?t forget this when attracting talent too as many candidate’s looking to work at SMEs are drawn in by the challenging and diverse work these businesses can often bring.

Think digital

It’s a busy job-seeking market and with candidates leading the charge this month, now is more important than ever to stand out from the crowd.

LinkedIn’s report shows that candidates are now taking up to two months to research a company before applying for a role and that 49 per cent are likely to follow a company on social media to stay up to date with jobs.

Make it as easy as possible for candidates to find more information about your business. A simple way of doing this is by setting your business up with a LinkedIn Company Page. It?ll provide candidates with a full overview of your company, insights into the culture – and a way for them to get in touch all in one place.

You can nail your employer brand by creating an authentic online presence and engaging your current employees will ensure this maintains the human element.

Additionally, engaging your employees will not only turn them into your brand ambassadors, but ensure your content is diverse and less “corporate”.

LinkedIn research also revealed that when it comes to sourcing information about your company, your website is the first place that candidates will go, so it’s vital that it is geared towards attracting applicants.

So, don’t let September get you down and affect your business operations. Setting yourself up for success now will pay dividends throughout the rest of the year for your both your business and employees. Win-win, so take action today to grow your business.

Jon Addison isLinkedIn’s UK head of Talent Solutions




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