Successful business owners realize that recruiting the right people and keeping them engaged and productive provides them with a significant advantage in the market place. But in this full-employment economy, great talent is all but impossible to find and your strongest players are even harder to keep, so doing everything you can to build and fortify a strong and energized team needs to be at the top of the priority list. Small changes in process and approach be the difference maker, leading your business to a place of stability and maturation that may always seem elusive.
Here are Eight Recruitment and Retention Strategies that will work for you now:
- Define your employer brand. What happens when a prospective employee Googles your company? Are you happy with what they’ll find? Walk through your company website from the mindset of an applicant. Do you like what you see? What’s your employer value proposition? Great culture? Learning opportunities? Strong corporate citizenship? If those aren’t emphatically communicated in your messaging, you may be losing out on attracting right-fit candidates who’ll align with your culture and team.
- Create a blueprint for how the hiring process should go, and then be accountable to it. Are you careful and consistent with your communications to anyone who expresses an interest in working for you? Remember that every potential job candidate is also a prospective client or referrer.
- Create a Corporate Values statement or refresh the one you have if it’s in need of an update. Gather input from your team and build something that will inform and entice current and future employees to engage with it.
- Determine who you can’t afford to lose, and then talk to them. Instead of being caught off guard in those exit interviews you really don’t want to have, initiate regular “stay” conversations with your key people. Ask them to share what they’re excited about, and what frustrates them in their work.
- Introduce real team collaboration so our people can perform at a higher level. The shared experience of learning together, and applying new skills and information as a group could give your people the chance to “plug in” and engage on a level that keeps them with you for the long term.
- Review your compensation strategy. Do some research to learn whether the total rewards that you’re offering your employees and job candidates are competitive in the marketplace. While it’s true that most employees don’t actually leave a job solely in search of better pay, it could be a determining factor if someone is undecided about whether to stay or go.
- Celebrate successes. Most business owners and leaders will say they already do this. The questions are, how often and for whom? Be explicit with your recognition. Do more than say “great job everyone”. Commend people when they take initiative and show appreciation for the hard work that might go unnoticed.
- Request feedback from your people. Whether someone has been working for you for years or just recently joined the team, ask them what brought them onboard and what has kept them around. Talk to them about where and how they think you might have success finding more people just like them.
Check out the book Basic to Brilliant for the full roadmap to creating a strong organization and culture that will support the growth of your business over the long-term.