Much has been said about how difficult it is to attract and retain employees with the right skill set, attitude, and value systems. After all, these essential factors enable companies to gain a competitive advantage in today’s complex employment landscape.

Why then is it so difficult for employers to understand that with a greater demand than supply for sought after candidates, they need to be able to address a number of critical employment issues with their existing staff, as well as potential new entrants to their organisations?

There is a war for talent in 2022 which means unless these important issues are taken into account when employing business critical human resources, it is unlikely the company will be successful – certainly in the medium to long term.

In reviewing what is important to current and future employees a number of factors become apparent. These are not necessarily in order of importance but if you do not have a strategy for each then your labor planning (and therefore business objectives) are likely to be negatively affected. Each category is far more detailed than we can address here. The aim for now is to consider these categories when reviewing your business plan.

Recognition and Reward

Do not be misled – this is a recurrent top three priority and as the market becomes tighter more employees are likely to move for a higher package or position. Employers need to acknowledge that there must be an upward movement in employment costs to attract and retain key staff.


Another well supported work element, it is the fact that most people do leave their employment because of their manager, at least in part. This has been become more apparent as work practices such as working from home have become more prevalent. Respect is a two-way process.

Job Evaluation

Very important for employees to know what their job is, how it is measured and to receive feedback on their performance.

Hybrid Models

Managers need to determine what functions can be done from home, what needs to be performed in the office and manage accordingly.


A critical work factor for many in the new world, this can be a deal breaker and should be woven into the previous point on Hybrid roles.

Training and Development

Critical employees require continuing skills development to remain current and perform at a high level.


The importance of a credible, trusted name in business cannot be underestimated, but is only part of the package. Too many organisations have a very internal view on the perception of their brand, it may not be as attractive as they think!

Cultural Values

This is an extremely important factor – often taken for granted. It requires ownership at all levels and is a journey, not an event.

Communication and Collaboration

Across any organisation the need for transparency, openness and discussion where possible is critical. No one likes surprises.

Attrition Rate

This is often a good indicator of your internal health and wellbeing. If your rate is high something is not working. Listen to exiting employees and adjust accordingly.

In summary, there are no doubt more factors that need constant review. This is an ever-evolving list that can be adjusted over time. The dynamics of this important ongoing evaluation emphasises the challenge of creating and maintaining an attractive, harmonious workplace that employees can thrive and want to remain in.

Tanner Menzies knows what it takes to tackle the challenges of competitive and complex recruitment landscape. Call Peter Gleeson 0419367569, Ian Stacy 0417478229 or Peter Tanner 0419826637 or visit for more information.