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What can businesses do to attract talented employees



The past 12 months have proved to be the most difficult ones for companies trying to attract top talent.

The past 12 months have been the most difficult for companies trying to find top talent. Mass departures, an element of “great resignations,” have resulted in one-fifth of UK employees having left their jobs by choice, in addition to 4.5 million Americans quitting in November alone.

Resignations have hit every industry. However, healthcare, retail, and hospitality companies with lower salaries are struggling to find qualified employees. There is no sign of this situation changing any time soon, and every company should examine what it is doing to draw and keep the best talent.

The reason

It’s difficult to pinpoint a specific motive behind these mass resignations. However, the pandemic is still a significant cause. It has forced each of us to take an extended amount of time off from work and be more flexible with our work environment.

How businesses have been able to adapt to a remote workforce is awe-inspiring. Yet, in the same way, it has given people the opportunity to review their priorities, the desire to get away from the hustle and bustle to have a more balanced work-life or re-evaluate their goals for their careers and goals or even the realization that higher pay may be available elsewhere.

The physical distance placed between employee and employer has led to the fact that in many instances, the corporate values and culture have been lost or eroded, and employees are disengaged and thinking that grass is greener and elsewhere.

Corporate culture

Transferring your brand’s image and values to remote employees is a challenge even in the most difficult of times. However, now it’s essential.

Employees who are already employed and recruits are being denied the chance to visit a smart office steeped in values and corporate culture and values; employees are being deprived of the opportunity to feel like a part of an element that is natural.

With the majority of companies embracing greater flexibility over the long run, businesses must come up with ways to engage with workers and make it easier for them to be connected to their values and culture.

Companies come across as more authentic with values that they can base their work culture on and a sense of belonging. This allows employees to feel like they are part of the team and helps companies identify individuals who are a good fit for their values, making hiring and retention more efficient.

A strong corporate culture helps build better relationships within the company, bringing together those with similar values and beliefs. Employers want to work in an environment where they are comfortable and at ease; a positive company culture will draw more people with similar values.

This is crucial for younger employees. The highest rate of resignations is among Gen Z and Millennials. Specifically, Gen Z, businesses must do everything they can to connect with these ever-growing communities.

Boarding the ship

First impressions are important. This is why companies must start on the right foot. Before the pandemic, only one-in-ten employees felt that their business was successful in onboarding. The epidemic certainly hasn’t contributed to this.

The onboarding process can be difficult for new employees. Moreover, when you add in the unique challenges posed by remote onboarding, the process could become a source of disorientation, making it more difficult for employees to feel connected to the company’s values or culture.

Even if companies manage to get their initial onboarding process perfect, big hurdles remain to conquer in the initial weeks and months. With an ever-changing workforce, new employees might have difficulty adjusting to insufficient interactions with their colleagues and become unable to seek assistance from them.

The business must offer new employees a safe level of support or lose them to other companies that offer.

Retaining diversity

One trend that has been evident over the last year is that a greater percentage of women are thinking of quitting their job than men. It is also partly due to the pandemic in which mothers who work need to care for children in the home.

The emergence of the pandemic has led to an increase in discrimination at work. It’s not just between men and women. In many cases, inequality is felt throughout other communities of the workplace.

Numerous companies have made huge steps to address issues related to inclusion and diversity in recent times. However, the pandemic issues and an ever-changing and, too often, disengaged workforce requires companies to look at ways of considering this issue.

When doing this, businesses must consider the interconnectedness of the problems and not seek solutions in only one area with the possibility of causing a distasteful impact on others.

The fight for talent

For businesses to keep their employees and attract more, they have to ensure that employees feel valued and appreciated.

The Great Resignation showing little signs of fading, recruitment retention, retention, and the company’s values are important areas that companies must review and fix. Promoting an inclusive and lively culture and genuinely promoting your business’s value are the most effective methods to ensure a happy and satisfied workforce.

Being open and compassionate, companies can seek through the waves of resignations and put themselves in a position to recruit the most appealing talent.

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What is an Ultrasound Tech Salary?



The job of an ultrasound technician can be a thrilling one. It is a promising career with high pay and advantages. A lot of technician schools offer training programs for the area. If you take the time to obtain a degree or certificate in the ultrasound field, you’ll be able to earn an income worth the effort and time.


Ultrasound salary rates are far more competitive than the majority of the positions in allied health. Some markets pay over $65,000 in this position. An ultrasound technician can expect to earn a median annual pay of $63,640 for diagnostic medical Sonographers as of May 2009, as per the Bureau of Labor Statistics.

The salary may vary based on the kind of job setting. For instance, the median annual income in 2009 for employees working in doctor’s offices was $63,820. For hospital workers, it was $63,770. The salaries can also differ according to state and clearly by country. Similar to other occupations, ultrasound wages are less for entry-level employees and higher for those in higher-paying posts. If you earn greater than $65,000 per year and 55 percent are over 50, as well as 22 percent are under 30, According to the Society of Diagnostic Medical Sonography.


Technicians can expect less money even if they’re not certified by the American Registry of Diagnostic Medical Sonographers (ARDMS). However, the bottom 10% of technicians earn the least money, equivalent to $ 43,990 a year, and the higher 10% earn $85,950 yearly. Pay is also contingent on the number of specificities the technician holds. The more specialties the technician has, the more lucrative the salary. Employer, certification/education, or background may also affect the ultrasound salary. Hospital employees make $63,770 a year.

Doctors employ the second highest number of ultrasound techs in their clinics, and 13,290 technicians earn $63,820 annually. Diagnostic and medical labs use the third highest number of technicians, i.e., approximately 4,680. They pay each one $61,820 of them each year. Schools that teach pay roughly $66,000.




Furthermore, geographic locations are also a significant factor in determining how much pay a technician can earn. For example, Massachusetts has the highest ultrasound technician’s salary, around $78,460 annually. Oregon is almost identical, with a salary of $78,320. Colorado is third with approximately $77,380 annually. The need for technicians is huge in not developed states, while jobs have attained a saturation point in more developed states.

If a technician wishes to make the most money, it is recommended that they join those firms that offer employment services. They could earn as much as $68,000 or more annually. Enterprises and management companies offer the second highest pay, $67,890 per annum. Outpatient centers earn $64,560 annually, while educational schools have a salary of approximately $66,000. The structure of wages is also influenced by the environment in which the technician works, the workload the technician is responsible for on their own, and the company’s size. Experience in the field is significant to the average salary.

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