Is a well-known fact than having the right people for the right job is an extremely important task that can become daunting at times. Getting the people to fill the positions is simply a small portion of the whole picture, as retention strategies when it comes to talent acquisitions are just as important and integral to the field of recruitment.
Nowadays, people are holding more jobs during their lifetime than ever before. Technology along with a new corporate culture and a younger workforce are changing the relationship people have with employment and it has become so much easier to look for new opportunities and embrace new talent.
Managing and acquiring talent are critical to the success of a company, so here at Jason Hanold, we bring you some of the best quick tips to strategize and keep in mind to raise the level of your talent acquisition performance.
Hire the right leadership
Managers are often the ones conducting hiring interviews for new talent coming into the company. What this means, is that they usually are the cover letter of the organizations and the first impression a new hire gets from the company itself. A manager has a strong influence in the work environment, so it is important that your leadership always helps promote the correct atmosphere you want the company to maintain, not only to attract new talent but to retain your current workforce.
Build a reputation
In order for people to see your company as a great place to work, your organization must become the kind of place people want to work for. This is not done just by having a great website or an internet presence, but by advertising your strengths by other means and most importantly, by creating an environment that will have your employees talking to other about how satisfied they are working in the company.
Your employees should be recruiters
Referrals and almost always listed as a company’s #1 source of new talent. How come companies are paying large amounts of money to third parties for this same purpose and alienating their own employees with insignificant referral bonuses? Encouraging your own workforce to search within their network to help fill in new positions is good for the company, the employees and at the same time, it helps retention.
Pay at least as much as the competition
Offer a benefit package that is competitive within the industry and do it right upfront. Salaries are important and if you get this information on the table right away, you will be able to talk about what makes your company stand out from the rest and focus attention on what is important.
Social media is key
Social networks and mobile media are probably some of the most underused tools in the field of talent recruitment, something that your company must take advantage of, as they are a great tool to target relevant talent and more meet more specific needs. Employers are now more than ever, developing strategies to use social media to hire and to find a better quality candidate to fill positions.
Image courtesy of Sean MacEntee at Flickr.com
Allow schedule flexibility
Remote employees or multiple part-timers filling in for a difficult-to-find position are realities that you shouldn’t just learn to deal with, but fully embrace and make the most out of it.
Be careful to have a plan in place as far as having a way to manage this type of employees because their needs and requirements are quite different from non-remote workers and the situation may get out of hand if not handled properly.
Don’t underestimate analytics
Workforce analytics and HR metrics are being implemented to the workplace at a high rate of speed in the past few years. While you may not need to hire a full-time specialist just yet, it may be worth to look into what these great tools can offer your company when it comes to retention efforts and better practices for hiring and recruiting.
Cultural fit is also important
Hiring the candidate with the right skills may be exactly what your company needs, and it would be great to recruit that new talent, but if the company culture is not something shared by the new hire the whole deal may go south. Performance is poor when a cultural fit is not reached and it may hurt your company a great deal in the long run. This is something very important to consider when assessing candidates.
Reward good performance
This can be done financially or in many other ways, but it is important to have a system to reward your employees for great performance. Not only it helps motivate your workforce, but it also helps the company meet goals and raise productivity. Not everyone wants to be rewarded the same way, so analyze things properly and find an inclusive method to reward those who go above and beyond.