HR professionals use hiring and retention strategies to reduce employee turnover and lost revenue. Successful strategies include clear job descriptions, diverse recruitment sources, efficient hiring processes, and regular communication and incentives to retain employees.
In the business world, HR professionals use hiring and retention strategies to reduce employee turnover and lost revenue. There are many hiring and retention strategies that can attract qualified candidates, develop a superior workforce, and keep employees from leaving the company to pursue other, more attractive opportunities. While recruiting and retention efforts can vary by company, industry, and candidate, the most successful strategies share common traits.
A solid approach to recruitment and retention strategies is to come up with clear descriptions of the positions your company will fill. Failing to determine what skills, credentials, and experience are needed to do business-critical work can produce disastrous results. By creating a well-written job description and identifying the key characteristics of a successful job candidate, an HR team can bring in high-quality candidates who possess the right skills and experience for the jobs.
Recruiters looking for quality candidates to fill various company openings should be able to seek out candidates from a wide variety of sources. Strong recruitment and retention strategies are based on finding candidates through traditional internal publications and open advertising, as well as through social networks and direct referrals from employees and industry associations. HR professionals should keep an open mind when using any of these sources to find employees, as job seekers use a variety of methods to seek out opportunities. Excellent candidates can come from unexpected places and can have different qualities and skills that benefit the business.
To keep quality job candidates interested during the hiring phase, the interview and hiring process must be efficient. Communication must be handled in a professional manner and incentives and expectations must be clearly stated to candidates. This is a critical time when many job applicants form an impression of the company based on how the interviewing and hiring process is conducted.
In order to attract and retain good quality candidates, regular communication, employee talent management plans and benefits are needed to make the workplace an enjoyable place to work. The better the incentives offered, the easier it will be for the company to attract good workers and make them happy. This can be accomplished by encouraging existing employees to focus on the positive aspects of the work environment and empowering them to be a part of the success of the organisation.
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