When businesses struggle to maintain employees, this can be a major drain on precious resources. This is why it is so important to invest in the type of hiring campaign that will not only attract the highest caliber employees for the job but also help ensure that they stay in it for the long haul.
After all, there is nothing worse than having to go through an entire domestic or immigration labor advertising campaign, complete the interviewing and hiring process and finish onboarding only to have to start again from square one just a short time later. In fact, on average, the entire process of hiring and training a new employee will typically take over two months, and this lengthy process will more often than not entail revenue losses in addition to an increased workload for anybody involved in the process until things finally smooth out.
So the obvious question becomes, what can employers and recruiters do to ensure that when they finally find the right employee for the job, they stick around through thick and thin? Nailing this process more often than not revolves around accurate communication, both in terms of being able to convey an accurate and holistic description of what will be involved in the job itself and also being able to parse out a clear idea of what a future employees expectations and plans for the future might actually involve.
With that in mind, this article is going to outline three key tips to help anybody responsible for the hiring process to ensure that they don’t get stuck on the treadmill of endlessly having to fill the same position.
1. Focus on Gaining a Clear Understanding on How the Supervisor or Manager Functions
If there is one big mistake that can result in a new hire calling it quits before they even have time to get properly established, it is when recruiters or employers focus on nailing the job description in a theoretical rather than applied sense.
The thing is, no matter what the official description of the job entails, the lived reality of the employee who is hired for the position will depend heavily on the styles, preferences and work habits of the supervisor or manager who will be monitoring their work.
This means that it is incredibly important for anybody responsible for hiring to spend some time on the ground observing the relevant management style for the position in question so that they can have an accurate idea of what the job will actually be like, and therefore, can convey an accurate and realistic description to any potential candidate so that nobody is left feeling deceived.
After all, the management style is often a big predictor when it comes to whether an employee decides to stick with a job on not, so it is better to ensure it is a match beforehand rather than risk having to start over from square one. Keep in mind that this also entails asking plenty of specific questions pertaining to the type of work environment the candidate prefers during the interviewing process. If a stand-out candidate doesn’t jive with the management style, it might be better to keep looking rather than risk losing them just a short time after.
2. Be Honest About the Potential for Upward or Vertical Mobility
Some people crave the feeling of continually challenging themselves to advance up the ladder, or enjoy the prospect of having the freedom to change positions within the company should they find a job better suited to their preferences and skill set. Meanwhile, others crave the comfort and stability of a permanent position. Regardless of which of the categories the job in question falls under, it is important for employers and recruiters to be upfront and honest about the prospects for upward or vertical mobility before committing to a candidate.
The idea of having the freedom to advance to move around within the company will be particularly important for those who are looking for more than just a stable and reliable job position. In fact, studies have found that more than a quarter of employees who choose to move on do so because they feel that their job doesn’t offer enough opportunities for growth or that upward advancement is happening at a slower pace then they prefer.
This doesn’t mean that all positions need to entail the prospect for rapid upward mobility, but it does mean that anybody responsible for hiring needs to be upfront and honest in terms of what the job can offer for the future in terms of evolution within the company. This way, they can specifically seek out the type of candidate who is truly right for the job, both in the short term and the long term.
3. Offer a Competitive Salary
Almost one-quarter of employees who quit a job do so because they find a similar position elsewhere that offers a more competitive salary or benefits. When finances are tight, they can be tempted to try to cut costs in terms of wages, but this is more often than not a big mistake.
A company that pays their employees well as well as offers the types of convenient benefits that makes them feel valued is much more likely to retain a full suite of employees that not only boast higher workplace morale but will stick it out for the long term. Even better, they will be able to attract the highest performing workers that know their value and will seek out the type of workplace that compensates them accordingly.
Meanwhile, the opposite is true for a company that skimps on wages. They will more often than not find themselves continually struggling to replace employees who decide to move on to greener places, and this will be especially true during those inevitable periods of time when the going gets a bit tougher than usual.
In addition, anybody interested in recruiting via immigration advertising will want to be prepared to follow through with the green card application process as needed, and this will entail hiring an agency that is prepared to help them complete their permanent labor certification ads properly.
The big takeaway here is that employers and recruiters need to take the time to not only ensure that they are conveying the job description accurately, but that the employee that they hire is perfect for the job not only in terms of qualifications but also expectations for the future. This will help to ensure that they land the type of long-term hires that will pay off big in the end.
