Everyone wants to recruit and retain employees that are an asset and stay with the company long term.
Everyone wants to recruit employees that are an asset and stay with the company long term. Recruitment is a difficult task, because if you're recruiting people just for the sake of adding members to your team, you'll soon see them leaving to work for another company, and you'll have to restart the entire process. So, bear in mind that your target is not only to recruit employees but also to retain them.
So, without much ado, here are 10 tips to build your company's brand, develop a talented pool of candidates and retain employees for years to come.
1. Invest time in building relationships with placement offices and executive search firms
Companies spend time looking for new candidates at regular intervals, but they do not realize that they are dependent on recruiters, university placement offices and executive search firms. It's important to invest time in developing relationships with such agencies to find candidates that are best suited for the job role offered by you.
2. Monitor online job boards
Online job boards help companies find ideal candidates, and you can read candidates' resumes online. Make it a point to consistently visit these sources and see the latest candidate profiles. Additionally, seeking out potential candidates on social media outlets like LinkedIn can be a great resource. Plus, it's a good way to let others know that you're looking out for candidates in specific categories.
3. A strong interview session
When we talk about a strong interview session, it is important to set the bar high so that people do not take your job opening for granted. Further, sharing specific points beyond the job's responsibilities, such as the company's mission and values and what you look for in a potential employee, ensures candidates will be a good fit for your company and your culture.
4. Learn about their professional past
Scrutinize a candidate's professional past. If you're planning to hire someone who hasn't spent a lengthy amount of time with any of their previous employers, you can hardly expect them to be a part of your team long term. So, learn about a candidate's professional past and keep it in mind while interviewing them. And, if they share any references, check them carefully. For example, if a candidate mentions they worked at ABC company in the past, get in touch with the company to learn about the employee's contribution and whether they were an asset to the company or not.
5. Understand the difference between being rude and being professional
This point is for employers and the HR team. Being professional is important; however, be mindful of candidates. Keep in mind they are hoping to work for your company, but they have a life outside of work, including families, interests, etc. Do not expect them to like everything you like or judge them harshly if they don't respond to questions or problems the way you would.
6. Understand the potential of the interviewee
It's possible that a prospective candidate might interview with your company with the intention of working in a particular department. However, during the interview, you may feel that the candidate's skills and experience would make them better suited to work in a different department. In these cases, interview them accordingly. Learn more about the candidate's skills and background to get a complete picture and then pass the information along to the supervisor of the department you have in mind.
7. Look for recommendations
Use your employees to help you find and assess new candidates. By not tapping the strengths and help of trusted team members, you're underutilizing your assets. Ask employees to review the resumes of potential candidates. Depending on your relationship with team members, you can ask employees to sit in on interviews or, depending on your level of trust with employees, perhaps an employee or group of employees could interview job candidates and pass along their recommendations to you. (Note: You should be careful with the type of employee you select for this task. Not every employee is in a position to help you shortlist candidates. Wisely choose employees who can help you narrow down the final list of candidates.)
8. Pay scale matters
It is imperative that you do not make the mistake of choosing someone who is not suitable for the job role. At the same time, make sure that you're offering them justifiable compensation for the position. Be careful with the amount you offer them. In addition, for your existing employees, especially if you want to retain them, upgrade their salary package regularly. You do not have to upgrade the salary package unnecessarily, but if an employee is consistently reliable or has gone above and beyond, make sure that you pay them enough so they stay with your business for a long time.
9. Work environment
When hosting clients, you seek out the best facilities for them. However, when it comes to employees, do you offer the same to them? Many people feel that the work environment is the most important thing for them. If you constantly are working to improve the culture and environment, you'll make life easy for your existing employees, plus they will want to stay.
Work environment comes into play when a candidate visits your company for an interview. If they know that they can be happy in the environment created by your company, they will give you their best.
10. Hire smart managers for the job
To ensure that the right candidates are selected for your company, make sure that you invest in smart managers who will properly train employees. Hiring average employees and then spending a considerable amount of time and effort training them will affect your business later on. Hiring smart managers helps you avoid unnecessary costs and mistakes due to inadequate or poor training.