Employers for Carers says: this is an interesting article about the benefits of accreditation schemes, which chimes nicely with the recent launch of our Carer Confident accreditation scheme - you can read about the scheme here.
Top Employers? Living Wage Foundation? B Corp? These days there are so many different certifications that employers can choose from and it can be difficult to select the right one.
And, you have people in roles in your firm anyway – right? Plus, whilst recruiting might be difficult, you always end up filling your empty roles. Would having an official seal of approval improve that since it’s only about showing off to improve your recruitment processes?
Well, yes and no. Getting certified can help your firm appeal to potential candidates but it’s also about instilling employees with a sense of pride about where they work as well as benchmarking your own work.
Andrew Stephenson, Group People Director of Lookers plc, explained that getting accreditation allowed them to ‘properly’ understand, and then communicate, how well they were doing as a firm.
Choosing Top Employers, who validate and check an organisation’s people practises, he told HR Grapevine: “It is really important to have an independent accreditation of what you are doing – while you always try to do something fantastic it’s very easy to kid yourself about how well you are doing.
It’s not just about seeing how well you’re doing though. Phil Sproston, Country Manager UK & Ireland, Top Employers Institute (UK) explained that employers are also aware of the benefits it can have for brand and internal business function alignment as well as opening up a network of other high-performing peers to them.“To have what you are doing independently verified and to compare and benchmark yourself against other great employers you are able to gain much better insight into how you are really doing.”
He said: “[Some employers] wish to develop and enhance their employer brand presence in the market, leverage an independent seal of approval of their people strategies with their employees, potential employees and customers, and be clearly identified as an employer of choice.
As Top Employers offer a rigorous assessment of firms it also gears potential candidates with an assurance that the firm they’re about to join puts people first.
“The recruitment market has definitely switched from being a “buyer’s market” to one where the candidate holds significant power,” Sproston added. “Employers that are able to demonstrate (with an independent certification) that they enrich the world of work of their employees have a definite and defining advantage within the marketplace.
"Gaining recognition for your people practices and culture cannot be underrated.”
With many senior HR practitioners now talking about the importance of purpose, meaning and ethics in a potential recruit’s decision-making process – meaning anything from how they care for their people to whether they have purpose outside of making profit, Sproston understands what getting certified means for attraction and retention.
“For many candidate and employees today, working for an organisation that can demonstrate the “right” values and behaviours is a significant factor in the decision-making process,” he concluded.
And finally, it’s about community. Getting certification often means access to a community of other HR professionals where you can share best practise and top tips.
Yet, if you’re worried about not quite making the grade – it doesn’t mean you’re done for.
Certification processes can provide feedback showing which of your processes could do with improving and where you could do better for your people – so you can apply again and get that badge of honour next year.
Shared from HR Grapevine