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Bringing in a fresh employee could be a costly and time-consuming activity for just about any organisation, which explains why many HR departments are worried with retaining their finest employees. But how will you make sure you attract, and keep, the most effective?
How to build Qualified Candidates
1.Know very well what you want Are you directly replacing a job? Or does the role have to be revized to match the needs of the business enterprise? In case you have a clear outline of the work to be filled, then it really is more likely you’ll get applicants who fit the criteria you want. Having specific experience, qualities and cultural points will allow you to attract the type of employee you want for the work.
A vague job description will result in numerous applicants that aren’t fit for the role, or a worker who was simply expecting a different role to the main one they end up performing.
Also, consider livening up the work description you need to include other benefits of doing work for your organisation, like the great team they’ll use or the casual dress code.
2. Ask your present employees Many good employees tend to be found and recruited by referral from a current employee. A lot of people is only going to recommend someone they believe is a good worker, since a bad hire might tarnish their personal or professional reputation.
What about considering adding a motivation for current employees to refer an applicant for employment opening, with an incentive for an effective application?
3. Re-evaluate your hiring process Could it be too much time? Overly complicated? Do you retain touching the candidate while making the decision? Candidates don’t want to spend your time when looking for his or her next job and can often take another opportunity if it occurs before you have even started screening. You could attempt implementing group interviews to increase the procedure, or introduce technology and use video interviews to assess candidates. At least, be in advance with candidates to tell them what to expect regarding your complete evaluation process.
4. Make the interviewing process a two-way street Encouraging candidates to ask questions through the interview can provide the insight into what’s really important compared to that person. It could also provide them with a glimpse into what it’s enjoy to work for your organisation.
5. Conduct thorough criminal background checks This is often vital to help you to get the very best talent in your business. Our discrepancy data demonstrates applications often contain errors, even though some could be innocent mistakes, some can pose serious issues with an applicant. Conducting thorough homework will keep your company protected from potential harm and could also deter candidates who find out about your screening process from embellishing their application.
Related: Five Recruitment Trends We BE PREPARED TO See in 2017
How exactly to Keep Quality Employees
1. Offer better benefits besides pay Candidates consider many factors when buying job, aside from the pay. Other benefits, such as for example flexible work schedules, positive work environments, longer parental leave, or recognition schemes could be more important to an applicant than salary alone.
2. Conduct exit interviews What better way to find everything you could improve on than by asking departing employees? Another way to spotlight employee retention is to conduct stay interviews . These kind of interviews allow managers to assess what’s and isn’t employed in the task environment.
3.Start quality hires at the very top Hire supervisors that are supportive and will communicate clear expectations which will facilitate a positive work place and promote job security. An excellent manager is much more likely to persuade top talent to stay available.
4. Create an open work place Employees will be able to offer feedback and believe that they have a voice that’s heard in a organisation. Having an open and honest environment can enhance confidence in employees and result in higher productivity and an increased chance of retaining the very best.
5. Offer opportunities and growth One common reason employees leave employment is basically because they feel there is absolutely no more room because of their career to grow. Give current employees the first possibility to make an application for new opportunities available before looking externally, and make certain employees understand that they are valued members of your organisation.
Related: Technology in Recruitment: Six IDEAS TO Improve Your Candidate’s HR Experience