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Recruiting L&D professionals? Your corporate culture won't cut it

Innovative leaders need to get creative to attract Learning & Development professionals in a post-pandemic world. A strong learning culture impacts all areas of your business– from productivity to retention. More than ever, employees crave opportunities to grow. This is where learning and development comes in.

 

L&D programs attract top talent, benefit employees across the board — and strengthen your employer brand.

But in this era of remote and hybrid working, how do you attract top L&D professionals to your business?

What does learning and development mean to your organisation?

 

The digital shift

The historic norm of classroom-based learning has been shifted by the global pandemic.

The need for L&D hasn’t changed, however, the way in which it’s delivered has.

This dramatic change in our way of working has led to a rapid shift in the use of digital learning for L&D professionals.

This has forced organisations that didn’t have a digital learning infrastructure in place to invest in one; making Learning & Development more accessible than ever before.

 

What’s changed?

L&D functions have often focused on compliance and pushing out courses. Though this ticks boxes for mandatory learning, it doesn’t create an environment that encourages employee-led and ongoing learning.

It’s been proven that tech can be used to expand access and move away from rigid structures. There is the opportunity for learning to become more flexible, personalised, and engaging in the long term.

This requires L&D departments to shift their focus from input-based learning to becoming a facilitator that creates the right environment to support individual needs.

 

Why this doesn’t fit into corporate culture

Employment currency has been limited to three things: remuneration, remote working, and job content.

Learning & Development is now about creating the right environment to enable personalised learning experiences.

The approach is now human-centred, as opposed to box-ticking. Coming from an understanding that everybody is unique, you need to reconsider your learning material and how it works for individuals.

Learning & development professionals are now looking to join environments where ongoing learning is encouraged in creative ways.

 

Disrupting the traditional approach

Now more than ever, learning opportunities have become a differentiator. Adopting a learning culture generates authentic engagement, retains talent, and boosts overall productivity.

You must be clear on what L&D professionals are looking for in order to attract them.

  • Flexibility/hybrid working
  • Open learning culture
  • Appreciation of new ideas
  • A diverse and inclusive workplace

 

Attracting L&D professionals

L&D professionals have had to rapidly adjust to a new working world and adapt their best practices to suit the development of individuals and teams within a variety of environments.

That’s why digital learning, while not a new method, is one that’s becoming increasingly popular and continually revisited by L&D as we move forward.

 

Be flexible/hybrid

Having the choice to work from home or the office is an option many professionals are now not willing to compromise on. Especially those in Learning & Development who can appreciate the benefits of flexible and hybrid working models.

 

Create and showcase an open learning culture

When an organisation encourages employees to understand its values, practices, and skillsets, an open learning culture is formed. L&D professionals want to see that you have this in place, or are keen to develop this.

 

Review your learning content

Ask yourself the right questions to audit your current learning infrastructure.

Is existing learning material too rigidly focused on compliance-based learning? Is it up-to-date, accessible, and engaging? Do you know how often it is being utilised and the feedback it has received? Where can an L&D professional assist with this?

 

Focus on regular upskilling

This shows L&D trainers that you are devoted to employees gaining the knowledge and skills needed to perform at their best. Investing in people means you’ll get the best out of them, which is the ultimate goal of an L&D professional.

 

Hybrid learning

Does your organisation blend between online/interactive educational materials with traditional place-based classroom methods? Learning & Development professionals are seeking creative and innovative ways to engage employees.

 

The takeaways

Leaders should ensure their organisation's systems and technology align with shared mindsets.

The changing nature of work is disrupting job demands across every function -- and learning and development is not immune.

To keep up, companies must invest in the development that transforms employees into agile, long-term performers.

By adapting the role of your learning and development function, you can ensure that you are forming a culture that helps employees to thrive and attracts leading L&D professionals into your organisation.