You take steps to source and select the most qualified employees. How do you keep them? A workforce is never truly stable. Employees are constantly looking around to see if there might be something better out there.
Money is important, but employees value other things even more. More of your workforce today is made of people born between 1981 and 1997, the millennial generation. Employers are wise to analyze what millennial workers want. They desire a good relationship with their supervisors, work-life balance, and positive co-worker relationships. Most of all, they value being appreciated for their work. When your brand attracts talent, your ability to focus in on the best applicants quickly will increase your organization’s potential. Here are 3 Smart Practices to ensure optimal selection of employees;
Hire the right candidate in the first place. Prioritize your needs and wants. Look at the most productive employees you have currently. What qualities do they possess and which skills can you train them for? What interpersonal communication styles make them such a great part of your team?
After you make a list of must-have features for the job, evaluate your current team. Identify key traits of your top performers to ensure candidates with similar attributes are considered for the position first.
Find candidates that align with your current company mission and culture. Let your current employees in on what you’re looking for. Clearly define roles so everyone knows what’s expected. Repeat successful hires. Learn more about the power of the type hire here.
Provide opportunities for upward mobility. Many of today’s workers report they see their current position as a stepping stone, not the end of the line. When employees know they have a chance to work up, they are more likely to stay with their current employer. They are more willing to invest their time and energy in their current position.
While communicating the opportunity for upward mobility through various marketing channels, gather the information needed to approach potential internal applicants. . Evaluating the suitability of your employee pool will identify those positioned for promotion. Putting you back in the driver’s seat when it comes to talent management and workforce planning.
When You’re Not Hiring
Hiring is a process, not an event. Just because your vacancies are full and your in-house workforce appears stable, things can change at any minute. As the tactical function of your recruitment slows, elevate your process to the organizational level. Determine priorities based on organizational objectives and workforce requirements. Consider top performers, decision makers, key stakeholders, and industry averages to understand the needs of your organization beyond the job description. This way, when things speed up, you have a clear focus moving forward.
Empower your employees when you’re not hiring. Use this time to focus on improving your employees’ experience with your company, and offer them opportunities for professional development. Evaluate the individual style differences within teams. Areas of strength and those to be developed. Identify top talent and proven attributes and implement development strategies to prepare you for the next phase. When it’s time to open your opportunity to the market, your employees will encourage others like them to come on board!
Streamline your recruitment process using metrics. Gather data on the success of your workforce movements (hires, promotions, reorganization, merge/acquisition) and the cost/time of recruitment to improve results in the future. Look at key performance indicators to find out the source of your candidates, how many people viewed your ads and what they did with the information. This information helps target weaknesses in the process for better results the next time you have an opening.
SmartHire can help you find and retain the best employees for your business. Contact us to get started today.