How to attract and retain the best employees? This question is being asked by HR managers and directors all over the world.
Employee retention continues to be one of the biggest challenges facing businesses in recent years. Studies show that among the main reasons for changing the workplace are corporate culture, work environment, opportunities for growth, and distance of management from employees in the company.
At the same time, company analysis found that employee retention costs essentially doubled during the COVID-19 pandemic.
When an organization has a clear, well-defined purpose and path forward, it is more likely to attract and retain top talent.
One of the most frequently asked questions during a job interview is "Where do you see yourself in five years?". However, this question is now increasingly being asked by job applicants. In today's world, when demand for talent outstrips supply, leaders who can't get the answers to this question right will struggle to compete.
Company leaders should also be prepared to answer questions such as: "Do you provide a hybrid work model or work entirely from home?", "Do you have a work-life balance policy?", "Will you be a company, for which I can be proud to work?".
Power and priorities
A recent study showed several trends that should be a warning light for company leaders because it is clear that employees are already the strength of the labor market.
Nearly 40% of the 14,000 respondents said they had either changed careers in the past year or were considering a similar move, and 26% had either left the job market entirely or were considering it. Read more: "Career planning and development: Definition and goals of career development".
The survey also shows the priorities of employees and the expectations of their employers. Analyzes show that salary is equally important with a good work-life balance. Employees look for leaders who show empathy and follow clearly defined goals.
Leaders with a purpose
People want to work for companies with a vision of the future they can identify with and where they can see their development and career path.
Leaders in a company must continually share and refine the company's mission and purpose. They must define how customers, employees, and business partners are treated and where the organization stands on large-scale issues such as sustainability and equity.
Leaders who demonstrate corporate empathy develop a better sense of what employees need if they want them to remain loyal to the company.
Creating a corporate culture that values empathy often means eliminating some harmful habits within the organization. When an employee shares about their problems, negative emotions, or limitations, this should not be seen as weakness. Read more: "How does employee experience affect the company's success?"
Responding to employee needs and showing support will ultimately lead to better results when it comes to engagement and talent retention.
Employee retention tips for everyone
Specialists generally recommend the following steps that businesses and companies should take to retain their talent and remain competitive in the labor market:
- Listen to employees: Empathy begins with understanding and acknowledging the reality of others.
- Create new models of office work to support and retain your employees.
- Create flexible working arrangements that accommodate the needs of motherhood, fatherhood, eldercare and childcare, and other personal circumstances.
- Expand career paths for people. Show them that there is an opportunity for growth, development, and internal mobility within your organization.
- Consider the impact of inflation on your business so you can stay competitive for talent in the labor market.
- Follow a fair approach in the talent search. For example, support women who are considering re-entering the labor market. Make sure employees of all ages, abilities, and backgrounds feel welcome and supported at your company.
- Focus on retraining and upskilling employees. Assess their current skills and develop them. This will give them another reason to stay and at the same time provide stability for your business.
- Don't be afraid to publicly address social issues such as sustainability and justice, and do so transparently.
Managers who follow this reassessment will demonstrate to both job seekers and their current employees that they have a vision, a plan, and a set of core principles. Thus prepared, they will be able to state where they see themselves in five years.
10 tips for successful employees attracting
Finding the best employees who can fit into a culture and contribute to your organization is both a challenge and an opportunity. Retaining the right people once you find them first is easy. Of course, if we do things right. That's why in this article you will find ten practices that will help you to be more successful in recruiting. Read more: "What is internal recruitment? Internal recruitment as part of the career planning process".
These specific actions will help not only with recruiting the right people but also with retaining all the employees you need.
1. Improve your candidate outreach when recruiting
All too often, when businesses have to choose from a variety of potential candidates, whether they've crossed their threshold or responded to an online ad, they can't reach the best candidates. Because in most cases they work for someone else and may not even be looking for a new job.
Here are the steps you should take to improve your reach of suitable candidates.
Invest time in developing working relationships with various career centers as well as recruitment firms.
Allow current employees to actively participate in industry professional associations and conferences where they can meet candidates that you can successfully attract.
Look online for potential candidates whose resumes are freely available on the web, even though they are not currently looking for a new field of exposure.
Use various professional websites and magazines for advertising.
Search for potential employees on LinkedIn as well as other social channels. Encourage your employees to refer their friends and colleagues they know would be interested in your company. Finally, meet your best "hits" before you even need them.
The key is to build your "lead pool" before you need a new employee.
2. Hire safely
The authors of The Human Capital Edge, Bruce N. Pfau, and Ira T. Kay, believe that you should only hire people who have done that particular "job," in that particular industry, with that particular business climate, from companies with very similar cultures to yours."
They believe that "past behavior is the best predictor of future behavior" and suggest that this is the strategy that will allow you to hire winners. The authors also share that you should hire candidates who you think can get into the essence of your company. You cannot afford the time to train "possibly" successful candidates.
3. Look around first for potential candidates in the company
Providing new opportunities to current employees positively boosts their morale and makes them feel important and that their talent, capabilities, and achievements are valued. Therefore, always post vacancies first internally within the company.
Invite potential candidates to an interview. This gives you a chance to get to know them better, and for them to learn more about the goals and needs of the organization. There is often a good match between your needs and theirs.
4. Be a great employer
Pfau and Kay make the point that you don't just have to be a good employer, you have to show people that you are. This is how you build your reputation and your company's brand. Still, you want the best recruits to seek you out because they respect you and want to work for your brand.
Google, for example, which often tops Fortune's list of best companies, receives more than 2,000,000 job offers annually, according to sources in the popular business press.
Explore employee retention practices, motivation, accountability, rewards, recognition, and flexibility in work-life balance. These are key areas to focus on to be a desirable employer. After all, you want your employees to boast that your organization is a great place to work, right?
People will believe your employees before they believe what is written in corporate literature or on your website, keep that in mind.
5. Involve your employees in the hiring process
You have three options to involve your employees in the hiring process.
Your employees can recommend excellent candidates for your company.
They can help you review the resumes and qualifications of potential candidates.
They can help you interview people to gauge their potential as a "fit" for your company.
Organizations that don't use employees to evaluate potential candidates are underutilizing one of their most important assets. The people involved in the selection process are also committed to helping the new hire succeed, which in turn benefits both you and them.
6. Pay better than your competition
Yes, you get what you pay for in the job market. Research your local job market and take a close look at the compensation that attracts people to your industry.
You want to pay better than average to attract and retain the best candidates. Seems obvious, right? It's not. Every day you can hear employers talking about how to hire an employee cheaply. This is a terrible practice. Have you heard, "You get what you pay for in the job market?"
Of course, you can get lucky and attract a person who follows his/her spouse into a new field or needs your benefits. But these candidates will resent the amount of pay, feel undervalued, and leave after the first good job offer.
The cost of replacing a departing employee can range from two to three times the employee's annual salary. But you still get what you are willing to pay for in the job market.
7. Use your advantages
Maintain fringe benefits for employees above the standard and add new ones when you have the opportunity. At the same time, the company and its people need to be aware of the cost and value of what they are getting to appreciate how well you are taking care of their needs.
Most employees greatly value flexibility and opportunities for work-life balance. You cannot be a desirable employer without offering a good package of standard benefits such as medical insurance, pension insurance, and dental insurance.
Employees are also increasingly looking for a cafeteria-style benefits plan that allows them to easily balance their choices with those of their working spouse or partner. Consider, for example, a profit-sharing plan and bonuses that pay employees for their measurable achievements.
8. Hire the smartest person you can find
In their book First Break All the Rules: What the World's Greatest Managers Do Differently, Marcus Buckingham and Kurt Koffman believe that successful managers hire talent. Believing that it is they who think this way:
People don't change that much. Don't waste time trying to collect what's left on the outside. Try to develop what is inside. That in itself is hard enough.
If you're looking for someone who will work well with people, you need to hire someone who has the talent to work well with people.
It is unlikely that you will be able to teach a person a new talent at such a late stage. You can try, of course, but then you're not focusing on the strengths of your employees, which 80,000 managers, from Gallup surveys, strongly recommend.
The recommendation? Hire employees for their strengths. Don't expect to develop their weaknesses. Build on what is already well developed first.
9. Use your website for recruiting
Your website represents your vision, mission, values, goals, and products. It is also effective in recruiting employees who respond to what you share on it. Your website should provide information about the culture and work environment you offer for employees.
Create an employment section that describes the positions available, as well as why an interested person would want to contact your company. A website is your opportunity to shine, as well as a highly effective way to attract candidates.
10. Check references when hiring employees
The purpose of this section is to relieve you of problems with the candidates you are looking for and with the employees who are currently working for you. You should carefully read the references as well as do a background check. Why? Because in the society we live in, we need to be sure that the people we hire can do the job, contribute to growth and development, and have no previous transgressions that could endanger the company.
Even you can be held liable if you hire a new employee without vetting him and he assaults someone at work.
Important: Every organization has to start somewhere to improve its strategy for recruiting and retaining valuable employees. The tactics and opportunities detailed here are your best options for hiring successful candidates. These ideas can help your organization grow, creating a workplace that will meet both your needs and the needs of your potential and current Super Employees.
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