Hire for potential, not experience

You should look for people who have a solid and versatile foundation and the ability and desire to learn new things.

Keep this in mind for a recruitment and retention strategy as well. Too often, companies don’t want to promote from within because they want someone in the position that can “hit the ground running.”This strategy denies reality because the position will change anyway. Retain your best employees by promoting them into stretch roles.

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Want to hire great people and keep them from quitting? 4 strategies that work

ideas.ted.com

Do you know what makes your current employees happy? Do you know what makes them miserable? If you can’t, you may find yourself struggling to hold onto good people. 

You need to know what your employees want and need before you develop your training and development programs. Here are a few questions to consider:

  • What parts of your job are most interesting and rewarding?
  • What areas are you finding most challenging right now?
  • What are you doing to reach short- and long-term career goals?
  • Are there any other projects, committees or additional responsibilities you would like to be a part of?
  • Is there anything else you’re curious about that you haven’t been able to explore yet?

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Your hiring and retention competitors are not just the people who make and sell similar products and services; they are also anyone who hires people similar to your employees.

In addition to salary, people are looking for flexibility. Whether it’s working from home, a hybrid situation or shifts that fit their lives, other companies offer those.

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You won’t improve your retention or recruiting if you don’t know what works and what fails. That’s why you need to keep data on them.

And if you aren’t thinking about recruiting and retention strategies now, you need to be. Otherwise, the great resignation will hit your company, and others will snatch up your best people. Don’t let that happen to you.

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