- Posted by Vidcruiter
- On February 12, 2013
- 0 Comments
- applicant hiring system, applicant recruiting system, recruiting platform, talent acquisition solution
Ways and means for better employee retention
Keeping workers longer is not only minimizing turnover rates and capping off the runoff costs of failed sourcing initiatives. It also has a direct impact in the growth of the company and the realization of its profit targets. How can you possibly grow when there is no continuity in your efforts, represented and executed by people who easily come and go? You can expect to have incomplete programs that can easily erode competitive advantage. Successful hiring does not stop in sourcing the right person. It continues as an art of keeping them for a long time, long enough to profit from each hire you list in your payroll.
Going for the right fit
There are a lot ways hiring can go wrong and one of the main reasons why this happen is hiring the person with the right set of skills but with the wrong organizational fit. It is also possible that the right talent is placed in a wrong job making him underperform, unmotivated, and become a turnover statistic only after a few months. To maximize talent, recruiters must not only identify competencies but also the inclinations of the applicants and how to best utilize these within the organization’s structure. The recruiter must be flexible enough to place the applicant in a different designation from what was originally planned if the need to do so arises. This willingness to change placement decisions can pay off sooner or later. The recruiter must also have the courage to turn away talents that simply do not fit to the way the organization operates. Even the most qualified professional can struggle inside an organization that he simply does not belong in. This too must be considered seriously.
Employee engagement is the effort of involving the workforce in the individual level to reach organization goals. Without this employees will be disconnected and as a result become a compliance-only worker – punching in and passing time. There is no real and proactive involvement in the growth aspirations of the organization. This can stifle creativity, breeds job dissatisfaction, and contribute to the gradual attrition of the employee as far as his professional life is concerned. Leaving the organization will not be a hard decision for him if this is the case.
Hiring the right person the first time
There are many ways to ensure that the hire is better the first time. There are some risk reduction methods in hiring. One of which is pursuing internal hiring first. This is in line with the concept of organizational fit and how this plays out in the retention of employees. It has been proven again and again that internally hired talents outperform those that are sourced outside and in the process outlast those that are externally hired. Employee referrals can also be a good way to better turnover figures. Referred hires stay longer and have stronger organizational identification than those sourced anonymously through the usual hiring channels. The last but not the least is the continuous assessment and refinement of your hiring process. You can never improve the things you do not see and measure in definite criteria. Be sure to follow through your hiring success rates and make necessary changes if it is not doing well.
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