Employee Retention-  How to Design a Better Hiring Process

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Employee Retention-  How to Design a Better Hiring Process- sujoy banerjee
Hiring and training new people can be costly, so prioritizing retention can save a lot of money, foster a winning work culture, and encourage innovative thinking.

Today more companies focus on employee retention and engagement. It is important to note that a new employee starts to experience the culture of the company at the very beginning, that is, the recruitment stage.

The current trends in the talent space clearly indicate the unprecedented need for growth after the devastating Covid era, which means that meeting hiring goals and deadlines while identifying and attracting the best talent are now the most dominant human resource activities in growing organizations. How does this impact employee retention?

In a competitive job market, employee retention is of utmost importance. Long-term business success can be attributed to employees who feel emotionally engaged and experience appreciation of their efforts towards the achievement of organization objectives.

Hiring and training new people can be costly, so prioritizing retention can save a lot of money, foster a winning work culture, and encourage innovative thinking. The following are the 9 points during the hiring process which may address for better retention.

Organization Branding

As per research data across industry segments, it is seen that more than 75% of professionals are passive candidates who aren’t currently looking for a job but are open to new opportunities. Based on same research information, building a strong employer brand not only reduces employee turnover by 28%, it also attracts these passive candidates to the company over others.

A Glassdoor survey found that 69% of respondents are likely to apply for a job if the employer actively manages its brand by responding to reviews, updating the company’s profile, and sharing updates on the company’s culture and work environment. When we focus on building a well-known employer brand, we won’t have to do as much active recruiting. We can be a highly sought-after organization, teeming with applicants.

Onboarding and Orientation

Every new hire should be set up for success from the start. The onboarding process should demonstrate to new employees not only about the job but also about the company culture and how they can contribute to and thrive in it. We must never short-circuit this critical first step.

The training and support we provide from day one, whether in person or virtually, can set the tone for the employee’s entire tenure at the organization. The Onboarding and orientation process is the key to ensuring that a new hire emotionally and professionally has a successful landing in the organization.

Addressing the FAQs

Another effective recruitment strategy could be to create a page or section on the career section of the company website that addresses questions candidates may have and often seek answers to. Many candidates are found to be reluctant to apply for jobs because they still need clarifications to certain questions before they apply.

We can either take specific questions new candidates have asked or ask present employees what questions they had before they were hired. This will help us create a page that covers the concerns candidates may have, saving candidates time while also making applicants aware of what the job entails.

Flexible Work Arrangements

Many companies understand that even though they have reopened their offices, some of their employees still prefer to work remotely, at least part-time. Not having that option might even spur employees to resign.

A recent survey found that half of the professionals working from home would look for a new job if they were required to return to the office full time. So think sooner than later about what you can offer employees if remote work on a permanent basis isn’t an option.

A compressed workweek? Flextime? Or maybe a partial telecommuting option? All of the above can help relieve stress for the team — and boost employee retention.

More Than Monetary Compensation

What message are we sending to our employees? Do we expect employees to be available around the clock? A healthy work-life balance is essential to job satisfaction. People need to know their managers understand they have lives outside of work — and recognize that maintaining balance can be even more challenging when working from home.

Encourage employees to set boundaries and take their vacation time. And if late nights are necessary to wrap up a project, consider giving them extra time off to compensate.

Employee Compensation and Benefits

It’s essential for companies to pay their employees’ competitive compensation, which means employers need to evaluate and adjust salaries regularly.

Even if businesses can’t increase pay right now, consider whether they could provide other forms of compensation, such as bonuses. Don’t forget about improving health care benefits, benefits for family members, and retirement support plans, which can help raise employees’ job satisfaction, too.

Wellness Offerings

Keeping employees fit — mentally, physically, and financially — is just good business. Many leading employers expanded and improved their wellness offerings during the pandemic to help employees feel supported and prioritize their well-being.

Stress management programs, encouragement, and support for fitness programs are just some examples of what business might consider providing to employees.

Leverage Social Media For Recruiting

Social recruiting is a great strategy to ensure you’re reaching the right audience and attracting talent to your brand and culture. Social media allows recruiters to spread information about job openings and the organization so that passive and active candidates receive such messages.

Traditional recruiting methods, such as online job boards or advertisements, most often engage only active candidates who are looking for that information.

Fit The Personality To The Job

Although the right skill set may seem like the most important factor in whether a candidate is a good fit, the truth is that skills can be acquired, but personalities cannot.

During the selection process, consider how a candidate’s personality traits align with the role deliverables and organizational expectations.

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