If you are serious about instilling growth in your business, you need to prioritise not only hiring the right kind of talent but also keeping it for as long as practically possible. After all, attempting to fill a gap left by the departure of a gifted employee can be a hassle.
Here are several reliable strategies for attracting and keeping workers…
Actively manage your employer brand
This can include responding to reviews and keeping the company’s profile updated. Doing this can help your business to draw attention from ‘passive candidates’ — a term Business News Daily has implied could describe over 75% of professionals.
Fostering a strong employee brand can also reduce your employee turnover by 28%.
Look up applicants on social media
Chances are that at least some of the people applying for jobs with your company will have a presence on social media — in which case, you could peruse the candidates’ social media profiles before deciding who exactly to offer an interview.
Nonetheless, you should be careful not to run the legal risk of unconscious bias or discrimination slipping into your selection process.
Look for a personality that would suit the job
Once you have gained a meaningful insight into a candidate’s personality, see if the job would be appropriate for it.
For example, if the job is that of a nurse or social worker, it would naturally be ideal for the successful applicant to be someone who shows empathy in abundance.
Offer an enticing package of employee benefits
This can be a reliable method of attracting applicants from many different backgrounds, since a wide-ranging selection of employee benefits can have a similarly wide appeal.
So, what benefits could you go for? One good option would be group life insurance, where money would be paid to the family of an employee if they pass away when in your employment. However, you might want to mix things up with some quirkier perks, too.
Continue to offer remote work options
“The pandemic demonstrated that long-term remote work is possible,” John Dooney of the Society for Human Resource Management (SHRM) tells CIO.
The HR knowledge advisor adds that giving employees a degree of control over when and where they work helps to “increase employee satisfaction, which leads to retention”.
Provide opportunities for education and promotion
Once someone has joined your company, you can expect them to have ideas for how they might progress within it. So, when you want to fill a senior position, it could be particularly beneficial for you to promote from within.
That way, the promoted employee will feel valued as well as crucial to the company’s success.
Solicit feedback from your workers
It would bode well for you to keep your personnel informed about what is happening at the organisation — and seek their thoughts on what direction the business should take.
Dooney explains: “Employers may want to conduct stay interviews with employees to help understand any concerns an employee may have, and come up with ways to address those concerns.”
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