Hiring The Best, Retaining The Best
Hiring qualified candidates is a great first step to building the team you want, but retaining them can sometimes be more complicated than the entire hiring process. HR managers shouldn’t have to waste precious time on hiring candidates who will only leave after a few years. Many startup companies are gaining a reputation for having high burnout, and therefore high turnover, rates.
Millennials became the largest generation in the workforce in 2015 and have a habit of “job hopping.” The average worker will typically only stay at one job for an average of 4.4 years. However, millennials are not categorized as the average worker and are known to stay about half of that time. It might sound hopeless, but it is far from that. Below are tips and strategies on how to recruit, hire, and retain your dream team.
How to Recruit and Hire the Best Candidates
When you recruit well, you will be able to more easily retain the right people, the right fit. Depending on what skill level, which is likely congruent with age, you are trying to recruit, it will mean that you will need to take on their respective perceptions of your company and the open positions.
If you’re hiring for entry positions, keep an eye out for job fairs at local colleges and universities you can attend to network with and recruit students and other entry-level prospects. When trying to reach more experienced employees – communication is key. Responding promptly to all candidates regarding their application and status goes a long way in their perceptions of your company.
When you have an open position, planning comes first. Nail down the number of employees you are hiring, required skills needed for each position, and compare your needs to what’s available in the job market. It depends on the specific market you’re in, but January 2018 was the 88th straight month of job growth, which is a record!
Next is the recruiting phase. This is when you try to maximize your reach of potential candidates through job postings and referrals. The most successful way you can advertise your job openings is to write an effective description that will attract the desired candidates and then post the position on multiple platforms including your social channels and job search sites like Indeed.
Then comes the not-so-exciting part for both parties: interviewing. While most people don’t love interviews, they are essential to finding the most qualified candidate who not only fits into the company culture but enhances it.
Finally, after planning, recruiting, and interviewing, you will be ready to hire the best candidate. Remember to hire for talent and train for skill. Pick candidates that are talented, can learn quickly, and most importantly, hire people that will fit into your company’s current culture.
All of the above sounds great, but you might be wondering how to successfully pick the best applicant when hundreds are applying for one position? Employers are becoming more strategic by utilizing applicant tracking systems (ATS) to automate and streamline their recruiting processes. An applicant tracking solution can ensure you successfully sift through all applicants to find the perfect fit. Effectively sourcing, tracking, and evaluating talent will innately help you create an engaged, high-quality workforce.
Also, if your ATS and HRIS are part of a single, unified human capital management platform, you can count on an uninterrupted transition through the entire hiring process. So, when you finally hire the best fit applicant, all their information and associated documentation — from reference and background checks to rating sheets and offer letters — will flow seamlessly into an employee record, allowing for a simplified onboarding experience.
To see how this system helps you proactively source and focus on best-fit candidates, download our Talent Aquisition brochure on our learning hub under the “Product Brochures” section.
Why Employee Engagement Is Your Most Powerful Strategy
Gallup conducted a global survey of engaged employees and found that only 13% of employees worldwide are engaged at work. According to this report, engaged employees “willingly go the extra mile, work with passion, and feel a profound connection to their company. They are the people who will drive innovation and move your business forward”.
So, it makes sense that creating an engaging workplace goes hand in hand with your retention levels. To sum up our blog 4 Internal Communication Tips to Boost Employee Engagement: encourage two-way communication, create employee surveys, create a collaborative environment, and maintain transparency. Click the link above to find out the specifics on each of the topics.
Another way to create an engaging work environment is by taking a look into your internal communication strategy. In this blog, we talk about how burnout can lead to low productivity, high turnover, and loss of talent. We even mention job-hopping and how you can fix employee burnout by reinventing your internal communication strategy.
To hire the best and retain the best, download our e-book on Internal Communication Tips for Engaging Employees here.