Recruitment & Retention Best Practices with Joel Crawford
Recruitment and employee retention are few of the areas that every company has to spend resources on. It’s not unusual that an employee may leave his/her jobs after a period of time (even during training) for various reasons. No matter what the HR initiatives and employee engagement programs are, it’s always a fact that employee will come and go, even to the best of organizations; and the only remedy to this is to keep the attrition rate to a minimum.
Hiring the best skilled workers always entails cost. So does keeping them. That is why different employee engagement programs are in place to ensure that the employees are happy with their jobs and with the organization. When hiring employees, the company don’t just spend on the overhead but on their professional development as well. So when an employee finally leaves the company, the time and money spent are gone to waste.
This is where the challenge comes in for all hiring managers. Not only they are expected to hire the best talents but also to hire the right people who can thrive with the company’s culture and environment. Properly screening job candidates is critical because this always results to either a good hire or a bad hire. With careful screening process, they definitely get desirable results because the candidates have been properly vetted on before they are offered with the job.
Doing a background check and making sure the candidate’s goals and expectations are properly aligned with the company should become a standard recruitment process. Also, asking a few behavioral questions such as the candidate’s professional goals in the next few years, possible reason why they might leave the company, and how they deal with stressors are but a few things you can ask to ask during the recruitment process to gauge if the candidate is a right fit and therefore can stay longer with the organization.
When you have high employee turnover, the efficiency of the workforce is affected because of manpower shortage and some people will have to temporarily fill in the gap. Normally, it costs the organization more to hire new skilled workers than to retain the best ones. That’s why a good retention strategy should be in place to mitigate the turnover. The organization really needs to work on drivers that affects employees’ job satisfaction.
The first few months of an employee in the organization is seen to be critical period because this is when the employee is still making the adjustment and learning curve. The HR managers should proactively work with these new hires to guide them as they are overcome the challenges of the job. Normally, when an employee get past this critical period, they most likely stay for long. Additionally, setting the employee’s right expectations and making sure they fully understand what’s expected of them during the recruitment stage will help pave the way for better employee retention.
- HP Reliability
- A Smarter Way of Preventative Maintenance Free eBook
- inspired Blended Learning (iBL®)
- James Kovacevic’s LinkedIn
Joel Crawford Links:
- Performance Consulting Associates Inc. (PCA)
- PCA Talent Process Management
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