What actions might an organization undertake when creating an attraction plan?

An organization aiming to create an attraction plan may focus on increasing employee self-control and emphasizing intrinsic rewards because this approach fosters a positive work environment that can naturally draw in talent. When employees have a sense of self-control, they feel empowered in their roles and more engaged with their work. This empowerment contributes to higher job satisfaction, making the organization more appealing to potential recruits who seek meaningful work and growth opportunities. Moreover, emphasizing intrinsic rewards—such as personal growth, recognition, and the fulfillment that comes from the work itself—can enhance the organizational culture, making it more attractive to individuals looking for a supportive and rewarding workplace.

In contrast, strategies like reducing salaries and benefits or limiting communication channels could deter potential candidates by creating a perception of an unwelcoming or unsupportive workplace. Additionally, focusing solely on external hiring neglects the potential benefits of internal talent development and mobility, which can further undermine employee morale and retention. Overall, focusing on intrinsic rewards aligns with modern HR practices centered on employee engagement and satisfaction, shaping a strong attraction plan.