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From Recruitment to Retention: The Importance of Quality Hiring

Building a strong team within your organization should be a top priority for your company for multiple reasons. According to the International Data Corporation, companies with intelligent and collaborative teams see 30% higher productivity and 30% higher revenue per employee than the competition. Moreover, getting the right employees and building trustful relationships with them reduces the risk of employees switching jobs. US Department of Labor that one-third of new employees quit jobs after about six months. This is a significant percentage that should be addressed by employers, especially those in the tech sector, who wish to recruit and retain great talent. The recruitment process is “more important than it has ever been – and that trend will likely continue,” says Benjamin Granger, the senior principal at Qualtrics XM Institute. Moreover, he believes that “building consistency into their talent acquisition process” is vital to recruitment. Whether the times are changing, or you just want to ensure that your hr recruitment strategies are up to date, reviewing your recruitment and retention plan is always worth it. In this article, we will discuss the importance of quality hiring and strategies for recruiting and retaining great talent.

Recruitment and Retention

Recruitment and retention definitions are pretty straightforward and do not require a detailed explanation. In simple words, recruiting results in the inflow of new talent into an organization, while retention refers to activities an organization undertakes to keep its candidates and current employees engaged and committed to the company. While many employers focus on fielding a fast and effortless recruitment process, hiring quality is usually put on the side. However, it is essential to understand that the recruitment and retention of talent are tightly interconnected with retention being the purpose of recruitment. Employee retention starts with the recruitment, beginning with application, screening the candidates, interviewing and preboarding. More importantly, retention efforts should not end when a candidate is hired but continue throughout his/her journey in the company. Below are some of the factors that can affect an employer’s ability to retain employees:

  • Unclear job description
  • Poor communication between employers and candidates
  • A lack of training and development
  • A lack of recognition
  • The need for flexibility
  • An inability to provide a work - life balance

Recruitment and Retention Strategies

The retention strategies definition is shaped around its main purpose – reducing employee turnover and ensuring that candidates and current employees are engaged and committed to the company. The policies and plans that the organization chooses to follow to increase retention should align with the business goals of the company to ensure maximum return on investment. Many companies have developed their own strategies for narrowing down and retaining their newest hires. One company whose retention practices are widely known for their intensive strategies is Google. Google’s major HR strategy is to create a diverse and creative team that will strive to achieve the company's goals and will share the company's values.

The recruiting and retention strategies at Google proved to be among the most successful in attracting top talent to the company. The company does not focus on the candidate’s education but rather on professional qualities and the candidate’s ability to be fully integrated into the company. Moreover, their HR professionals use multiple networks and numerous platforms where people place their resumes. As for retention strategies, Google offers flexible hours, a creative environment, leisure and sports facilities, and a comprehensive health plan. It is not the only reputation of a tech giant that makes Google attractive to professionals, but also the well thought out recruitment and retention planning.

How to Retain Applicants

Be clear about your expectations from a candidate

You should start by making sure that your job descriptions are clear and attractive to the applicants. When you look at the job description from an applicant’s perspective, it is a sample snapshot of what his/her life with the company will look like. If you fail to provide an accurate and clear explanation of his/her responsibilities, the candidate will feel cheated and will most likely quit the job. On the other hand, if your job description is a clear representation of the candidate’s responsibilities, the chances are that an employee will be dedicated and committed to the company.

Create a feedback system

Applicants want to be updated throughout the whole recruitment process. According to research conducted by Glassdoor, 52% of the candidates surveyed stated that slow feedback about their status in the application process from potential employers was the top frustration. It is vital to understand that communication with the applicants is the foundation of future relationships with prospective employers. Tech recruiting software like Employa help manage the communication between employers and candidates without wasting time. They provide email templates and have an automated system of communication that allows you to build relationships with potential employees from the very start.

Make sure you follow up upon rejection

Your focus should not be set exclusively on candidates who move forward in the hiring process. You should treat all applicants equally no matter how far in the recruitment process they go. Make sure to follow up and give feedback to rejected candidates, so they don’t feel neglected. Otherwise, they will not apply to your company again and might share their negative candidate experience with other potential candidates, which will hurt your brand image.

Offer a transparent recruitment process

An employer should be clear about the steps of the recruitment process so that candidates have an idea of what to expect. Engaging candidates in a selection process will increase your chances of retaining top talent in your company. In our recent article, we told about how to keep candidates engaged. Now is the time to use this knowledge to implement recruiting strategies for human resources to meet your recruitment and retention goals.

More Methods of Recruitment and Retention – Onboarding

The onboarding process plays an essential role in retaining new hires as it acclimates employees to their roles and the company’s values. Onboarding is designed to not only inform employees about the life in the company but also engage them by making them feel like a member of the team. There are several dimensions of the onboarding process, each of which is aimed to enable new employees to stay and thrive in their positions.

Organizational Onboarding

The first and the most common part of the organizational onboarding process is to help new employees gain a better understanding of your organizational culture. Make sure to discuss topics like attendance, time off, medical insurance, regulations, and policies. If necessary, direct them to cafeterias and parking spots. Don’t forget to introduce new employees to their colleagues and other stakeholders. During the first months, hiring managers should organize regular quick meetings with new hires to make sure they are comfortable and adapting well.

Technical Onboarding

The training phase is one of the most important stages of onboarding as it directly correlates with how efficient new hires will be at their jobs. Employers should clearly define what they expect from new employees so that new colleagues don’t feel uncertain about their efforts. Uncertain employees usually cite their past experiences to prove their competence, which alienates them even more from their new colleagues. To avoid this dilemma, provide new employees with clear job responsibilities and outline their decision rights. It is also helpful to schedule coaching sessions to ensure they have opportunities to excel in their positions and contribute to the company’s goals.

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