Hiring the right talent is important, but attracting and retaining talent is crucial
Hiring the right talent for your business is widely known as a critical factor to a company’s success but attracting, retaining and developing your staff is equally important.
These days, there are a number of specific areas that organisations are investing in in order to drive their growth – technology, analytics, strategy, innovation, transformation, change management and customer project delivery. With everyone competing for the same talent in these critical areas you need to make sure it’s clearly how you stand our from your competition.
For employers seeking top talent in today’s highly competitive job market, especially those that complain about talent shortages, it is essential to generate an effective, highly visible digital footprint.
The key to success is keeping people connected through shared ideas, news and relevant content through social media and your website. Not only will your brand look more attractive and compelling, it will also come across as sociable, innovative and approachable. Even educational content can go a long way. This is especially effective among millennials.
The greater a company’s digital footprint, the greater quality talent it attracts.
Sit down with your employees periodically for career path discussions, which are free, easy to implement and available to every manager. This should be a confidence-building situation for the employees and separate from annual performance reviews.
Help them to set goals for advancement in your firm, identify specific positions and milestones, and define steps to achieve them. Point out any skills gaps and ways to address them. Consider offering tuition reimbursement or paying for continuing education, accounting certification courses, professional conferences and memberships. Determine if there’s anyone in your organization who could serve as a mentor.
Close the conversation by asking about any concerns they have and how else you can help. Set up times to check in on their development and steps they’re taking to reach the next rung on the career ladder.
Expressing gratitude to valuable employees can be an easy and effective way to keep them motivated. Top employees might start to feel taken for granted if they think they’re just being lumped in with everyone else. Why should they perform on a higher level if no one is going to notice?
You don’t have to hand out plaques or expensive awards, but you could praise someone during a staff meeting, send an appreciative email or give some employee recognition for a job well done.
Today’s workers want mobility and flexibility in the workplace. Gone are the days of strict 9-to-5 hours. In their place are remote working options, flexible hours, sabbaticals and fluid PTO policies. Flexible workers are not only happier; they’re more productive. Allow your employees the mobility they desire and they’ll likely stick around longer and have a more positive impact on your business.
Seventy percent of workers say they are more likely to stay at their new company for three years or more if they experienced a favorable application process. The application process is the first critical touch point you have with your future workers. By making the process as smooth, quick and painless as possible, you’ll be sending a message of efficiency and straightforwardness to your talent.
Once you’ve brought a new employee on board, the hiring process is not over. Ensuring your employees have a positive, engaging onboarding experience is just as important as making sure your application process goes well. If typical worker tenures are getting shorter and shorter, it’s not acceptable to require one to two years for people to get acclimated to their work environment anymore. The onboarding process is your first impression with a new employee. You want to put your best foot forward, and get them fully productive quickly.