A key part of this is promoting the benefits of technology more effectively. Use of the latest technology is near the bottom of what makes an employer attractive among the business administrative talent we surveyed. To change the mindset among them, employers need to step up to stress the positives such as taking care of routine work and enabling them to make more productive use of their time.

Further possibilities include raising the status of business administration and breaking down the barriers with client-facing teams. One way is to project and portray business administrators as high-value work enablers of the day-to-day functions of a business rather than just a series of support functions.

2. strengthen work-life balance

Work-life balance is more than just flexible working, as important as this can be. Bridget McEwan, Vice President at Randstad Enterprise Group, believes that work-life is now more of a blend than a balance, especially in the wake of the COVID-19 pandemic.

“The priority is blending all aspects of your life to ensure the right balance, both personally and professionally. This includes creating a strong sense of community and purpose within the organization to help bring greater meaning and enjoyment to people’s time at work,” McEwan said.

As a result, forward-looking businesses are giving staff greater autonomy over how they achieve their objectives. That builds trust on both sides – you can’t oversee your people in the way you did before, but as a manager, you can still guide, encourage, and support your team.

In a fast-paced work environment and ever-changing workplace, learning how to manage and motivate a more dispersed workforce is going to be one of the most important skills in this new world of hybrid work.

3. take your people with you

Engagement, dialogue, and caring for employees are more critical than ever. Our research highlights the extent to which allegiance to employers depends on how supported employees have felt during the upheaval of the past year. This isn’t just the technology needed to work well remotely, but also support for well-being and sustaining a sense of connection and belonging within your workforce.

Encouragingly, our research shows that most business administration managers have got this right. More than two-thirds of respondents working in these fields feel more loyal to their employers as a result of the support they’ve received during the pandemic.

The organisational commitment of the employees is an important component of workplace success. This level of care and support provides an authentic demonstration of your values, culture, and ability to look after your employees, which will directly impact your employer brand.

4. reinforce your purpose

‘Use of the latest technology’ and ‘giving back to society’ is near the bottom of the list of what makes an employer attractive to business administration talent. But this doesn’t mean that it isn’t important to talent management in the mid-to long term.

The business and administrative sector is currently low on the list of sectors that respondents in the Randstad Employer Brand Research want to work in. Offering greater meaning to the work would help to boost its attractiveness and build confidence in the industry.

HR leaders should take note of what their talent needs and understand the top priorities of their future workforce to strengthen their ability to attract and retain good talent.

download the global business and administration professionals 2021 employer brand report.

Our new Randstad Employer Brand Research administrative and support services professions report reveals how these experiences will shape talent sentiment for many years to come.

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