How to attract talent? 3 characteristics of an attractive employer

Feature 1 – A good employer does not treat an employee as a cost

One of the biggest expenses incurred by employers are employment costs, which include salaries, social and health insurance contributions, as well as additional expenses such as training or private healthcare. In the eyes of a good employer, every dollar invested in an employee is an investment in the future of the organization rather than merely a cost appearing in accounting records.

Such an employer understands that a properly selected and well-trained employee is a source of the organization’s success. When this scenario is repeated with every new hire, the result is a well-functioning machine that achieves outstanding results thanks to the synergy of its individual components.

In the business world there are many different approaches to compensation policy. However, there is no doubt that for the best employers the comfort of their employees – including financial comfort – is a priority. How does an outstanding employer operate in this area to attract and retain top talent for the long term?

Shares profits

This may take the form of bonuses, rewards or other incentives. Increasingly common is also the practice of rewarding employees with company stock packages or giving them the opportunity to purchase shares at a preferential price. This increases loyalty and makes employees stakeholders in the company. Organizations offering such opportunities include Michelin, Geberit and Intel.

Rewards employees for outstanding performance

A good employer is able to recognize and reward those whose ideas bring new solutions, innovative products or process improvements to the company. As an example, we can mention the “Golden Prompt” competition organized by Google CEO Sundar Pichai, which aimed to find the best prompts to improve the use of artificial intelligence in the Gemini tool. The authors of the winning concepts received golden bomber jackets with the product logo or financial bonuses, once again demonstrating how much Google values creativity and employee contributions to the development of innovative technologies.

Feature 2 – A good employer knows that more does not always mean better

Have you ever wondered why the standard working day is eight hours? Why exactly this number? Behind this arrangement stands the reformist vision of Robert Owen, a Welsh industrialist and social reformer considered the creator of the idea of the eight-hour workday.

In the 19th century, during the industrial revolution, working conditions were far from ideal. Employees – including children – often worked shifts lasting even several hours longer than today. Owen emphasized the benefits that could come from reducing working hours and dividing the day into three equal parts: work, leisure and rest, each lasting eight hours.

His vision inspired later labor movements and ultimately led to the gradual introduction of the eight-hour working day in many countries during the late 19th and early 20th centuries.

Productivity instead of hours: a modern approach to working time

Several decades have passed since those events, and today we live in a completely different world shaped by the digital revolution and the growing role of artificial intelligence. The problem, however, is that some employers still cling strongly to the famous “eight hours”, rewarding employees mainly for the time spent sitting at their desks.

This approach can be considered outdated and unattractive from the employee’s perspective. A good employer who wants to attract and retain talent rewards results and the value that employees bring to the organization.

Innovative companies reward efficiency and fast action, allowing employees to regenerate between projects and tasks instead of filling their schedules with unnecessary work just to reach the expected number of hours.

Employees in such workplaces can also count on additional time devoted to improving professional qualifications or developing personal passions. Some might say this is excessive, but the answer is simple – regeneration and creative breaks are an essential part of the work rhythm of top talent. A progressive employer understands this and does not measure every minute of an employee’s time, prioritizing quality over quantity.

Watching the clock is simply passé and an effective way to discourage people from staying with the organization in the long term.

Feature 3 – A good employer does not abandon employees in difficult situations

In today’s uncertain environment, situations within companies can change overnight. In well-organized businesses this does not become a major problem, because they prepare crisis scenarios in advance, ensuring that difficult periods cannot disrupt their operations.

It is worth emphasizing that this concerns unexpected situations on both sides – both the employee and the employer.

How a good employer acts in exceptional situations

An example of a crisis situation that challenged employers worldwide was the COVID-19 pandemic. During that time, managers had to redesign company processes, including the way work was performed.

One company that helped employees adapt to the new reality was Facebook. At the beginning of the pandemic, the company supported its staff by offering remote workers a one-time payment of $1000 to help them set up a home office.

Many companies also offer employees additional days off beyond standard vacation leave for important life events such as weddings, the birth of a child, or bereavement leave. For example, employees of the technology company SOFTSWISS receive such benefits.

A good employer therefore demonstrates empathy and understanding toward various life situations of their employees. At a time when work-life balance is becoming increasingly important, such an approach is no longer merely an additional benefit but a standard that defines the direction of modern organizations.

Companies that understand this and implement appropriate solutions not only build stronger teams but also gain a competitive advantage in the labor market.

The employer of the future is an employer with values

The success of any organization ultimately depends on the people who create it. The three key characteristics described in this article – treating employees as an investment, focusing on results rather than hours worked, and supporting employees in difficult situations – create the image of an organization that understands the challenges of the modern labor market.

The best employers stand out not only because they declare these values but because they actually implement them through real actions. This approach allows companies to attract and retain the best talent while building a lasting competitive advantage.

In a world where the boundaries between professional and private life are increasingly blurred, and younger generations seek not only employment but also meaning in what they do, these qualities are no longer an addition but the foundation of a modern organizational culture worth cultivating at every stage of a company’s development.