Learn more about humanresources with this collection
Conducting effective interviews
Identifying the right candidates for the job
Creating a positive candidate 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.
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:
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.
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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