*When it comes to leaders in the Staffing Industry, there are specific behaviors that differentiate the best from the rest in 2022. *
The obvious attractors are great pay, benefits, work-life balance, and a collaborative and engaging culture.
But those who focus on three relevant and timely initiatives are most likely to attract and retain talent today.
Connect People to Purpose
A [McKinsey study](https://www.mckinsey.com/business-functions/organization/our-insights/help-your-employees-find-purpose-or-watch-them-leave) reveals workers are far more driven by a sense of purpose than they were pre-pandemic. In fact, 70% say what they do at work actually _defines_their sense of purpose.
Purpose is driven by company mission, vision, and values, but also the employee experience – which is directly within the control of the management team.
For example, company activities outside of work, such as participation in sporting events and volunteering, extend collective purpose beyond the office to employee relationships.
If you’re concerned those in your organization aren’t connecting their work to the purpose you intend, start the conversation. Maybe it’s time to rework that mission statement you developed in the ‘90s which no longer resonates today.
Staffing leaders who open the door to genuine dialogue, collaboration, and feedback deliver more opportunities for people to find purpose in their work today.
There has never been a bigger push on DEI initiatives in the workplace than now.
That’s a good thing for many reasons, and leaders who strive for diverse teams have come to understand that it’s just good for business.
First, having a working environment with employees of different backgrounds, skills, experiences, and knowledge means that there will be an increase in innovative and creative ideas. This can have a huge impact on the business in the long run, as new ways of strategic thinking take hold within the company.
Also, today’s workers value diversity in their employers. Candidates who see your staffing business welcomes people from all backgrounds are more likely to feel good about the company and accept your job offer.
*Create a Culture of Career Growth *
No one takes a job anticipating they’ll stay in one role forever.
Staffing leaders who invest in developing their teams, providing opportunities for them to learn new skills, and creating clear career paths have a strong retention advantage.
LinkedIn’s [Global Talent Trends 2020 report](https://www.linkedin.com/business/talent/blog/talent-management/why-internal-mobility-needs-to-be-part-of-your-talent-strategy) highlighted how important internal mobility is, with 81% of talent professionals agreeing that it helps improve retention and 69% stating that existing employees stepping into a new role drives productivity. A similar LinkedIn report the following year revealed over half of Learning and Development leaders believe talent development and succession planning is a greater priority than it was pre-COVID.
The average time at the desk for a Staffing Industry recruiter is just two years. If there is nowhere to go from that position, turnover will be high. Conversely, the recruiter who knows he can move to senior recruiter to recruiting lead to recruiting manager and beyond is much more likely to stay for the long term.
Staffing Industry leadership in 2022 requires new ways of thinking. Those who embrace these employee priorities will realize higher engagement, increased productivity, and retention.