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In a competitive job market, employee retention is everything. Long-term business success can be attributed to employees who feel that their efforts are recognized and that they contribute to the goals of their organization. Hiring and training new people can be costly, so prioritizing retention can save you a lot of money, foster a winning office culture, and encourage innovative thinking.
It’s important to keep in mind that applicants value your organization as much as you do interviewing them for a position. Keeping applicants engaged during the hiring process can make all the difference in recruiting the people your company depends on. If they don’t feel valued during the hiring process, why would they think they would be valued as an employee?
Here are 10 strategies for hiring the right talent and limiting revenue so your business can thrive.
1. Simplify the hiring process.
It’s great to have enough qualified applicants, but make sure you don’t lose the right person because your hiring process is inefficient or unclear. This is the first impression you give a potential employee, so make sure you present a positive image of your company through a recruiting platform like ZipRecruiter. It is arguably one of the best cost-effective services for streamlining the hiring process. ZipRecruiter even syncs with your Applicant Tracking System (ATS) to optimize your application flow and help you discover new hires.
Not only that, businesses can benefit from ZipRecruiter‘s Invite to apply feature to invite top candidates to apply. The company says jobs where employers use the “Invite to Apply” feature receive more than 2.5 times more applicants.
Related: Best Way to Hire Employees: 3 Tips for Bringing in Top Talent
2. Find the right employees.
Consider the values you look for in a new hire. In addition to technical ability, ask interview questions that help you understand what motivates a candidate and how they interact in a group setting. Telephone screenings, pre-employment behavioral assessments and time-saving screening questions effectively determine if someone is a good fit before investing valuable resources in further recruitment.
3. Play to your strengths.
While every employer should offer competitive compensation, you can still find and retain quality people by leveraging your strengths. Do you have a strong company culture? Offer an employee discount? Is your company involved in society? Offer unlimited PTO? Not everyone is motivated purely by salary. Some people just believe in your company – and that’s someone you want on your team.
4. Personalize communication with applicants.
Sometimes submitting a job application feels like throwing your resume into a black hole. Even with an automated response, knowing that your application will be reviewed by a human can make all the difference. It turns out you can hire faster and send personalized messages to job seekers via ZipRecruiter. It’s an opportunity to keep applicants engaged in the hiring process with professional experience.
Related: Looking for Employees? 4 things you need to know about online job boards.
5. Be transparent.
Renting has a lot of moving parts and things don’t always go as planned. Perhaps a project you had hired for did not go ahead or is not happening as quickly as expected. Maybe someone wasn’t the perfect fit for a specific role, but you know they would contribute in another position. Hiring can be a long-term game, so stay organized and be honest every step of the way. Communicate a transparent process for applicants to keep in mind and answer their questions to the best of their ability. You never know when your paths will cross again.
6. Prioritize the onboarding experience.
Prepare your employees for success from the start with a successful onboarding and orientation process. By investing time in developing onboarding materials, you can get your new hires up to speed faster. They will feel that they know the organization better and can contribute more quickly to their new role. Company swag and personalized welcome emails from colleagues are also easy ways to make someone feel like they’re part of the team.
7. Provide a clear path for progress.
Along the lines of transparency, don’t push talent away because of stagnation in career growth, salary, or skill development. Provide employees with a roadmap for promotions and what qualifies them for a earnings boost. Mentoring opportunities for new and existing employees can develop new leaders while providing insight into the promotion process. Your employees do their best work when they know they are working towards something.
Related: Finding Employees: 4 Tips to Hire the Best
8. Create an environment of open communication.
Keep the lines of communication between employees and leadership open. This gives employees a voice and can lead to positive changes in the organization. Consider conducting regular employee engagement surveys so that employees can provide feedback on career satisfaction, office culture, business prospects, and career progression. Acting on the results of the surveys and using that data to improve the employee experience can lead to improvements across your organization.
9. Emphasize employee well-being.
In a world where working from home has become the norm, job flexibility is highly relevant. People are more likely to do their best work if their company understands they have a life beyond 9-5. Offer simple benefits such as flexibility by leaving early to care for relatives or summer Fridays. Promote personal wellness with healthy office snacks, physical fitness allowances and mental health resources.
10. Recognize employees.
Employees need to feel valued and there are plenty of inexpensive ways to do that. Recognition of their achievements goes a long way, especially when it comes from leadership. Create opportunities for employees to gain recognition from their peers with regular work schedules, office emails highlighting big wins and awards.