Recruiting to Retain

Recruiting To Retain In A Job Seeker Market

By: Heidi Sawyer, Manager, Market Engagement

With Maine unemployment sitting at 4.3% it is more important than ever to focus on employee retention with each and every hire you make. It is the initial recruiting that will ensure your success. 

Know Your Brand.

When recruiting you must be aware that potential candidates may or may not already have preconceived notions about what it is like to work for your company. So being proactive about developing an accurate employment brand and to communicate that in your job descriptions is a key element to attracting the right candidates. 

Performing an annual employee survey is often a good way to address any shifts in your brand. But, even more effective than an annual survey is by being present amongst your employees regularly. When you are taking a constant pulse you can head off any issues that may be causing a disruption to the positive image you are working to hold on to.

Interview For Retention.

To say the interviewing and screening process can be overwhelming is an understatement. They are time consuming, costly and when not done right can be incredibly ineffective. Consistency and thoroughness in your interviewing process is important. If you are seeing regular turnover in your organization one of the first steps you can take is to see if your interview process is working efficiently. 

When interviewing candidates for the same role, have a script and make sure you are asking each candidate the same questions so you are able to compare apples to apples. Yes, interviews should be conversational so each will flow differently, but be sure the meat of the interview for each one is the same. 

As you are describing the role and the organization make sure you are setting realistic expectations, if anything you want to under-promise and over-deliver - be sure that you aren't doing the opposite as that can and will decrease employee satisfaction. 

Have A Strong Onboarding Program. 

They say you never get a second chance to make a first impression, so make it count. An upfront investment in a strong onboarding program that is designed to help employees successfully transition and integrate into their new role and your company will go a long way to save you the cost of employee turnover. This act alone will demonstrate to the employee that you value them and want them to have a positive experience. 

Before the employee starts make sure you have their workspace ready for them, ensure that the right people are in place and the appropriate amount of time is available to effectively train them to be successful. Take the time to introduce them to their co-workers.

While onboarding is often seen as the initial transition into an organization, ultimately, it should be an ongoing process with clear components and milestones, including regular assessments on performance goals, development plans and ongoing training. 

If you are currently experiencing turnover, worried that you are not recruiting the right people for the role then you may find that working interviews can help you make the changes you need. Schedule a free consultation with a Manpower Recruiter