In today's fiercely competitive job market, success in hiring and retention hinges on an organization's ability to go beyond traditional recruitment tactics and delve into innovative approaches. To help HR managers and CEOs navigate this, we've gathered seven insightful suggestions from industry leaders. From emphasizing personal growth opportunities to praising workers to boost retention, discover the strategies these professionals have found effective in their own experiences.
Emphasize Personal Growth Opportunities
In our journey as a SaaS company, we've discovered that competitive salaries and personal and professional growth opportunities often attract top talent.
We implemented a “Personal Growth Pathway” program that provides each employee with clear, tailored development plans, including mentorship, workshops, and opportunities for lateral moves within the company. This initiative resonated powerfully with potential recruits, making our company stand out in the competitive job market.
Retention rates soared as employees saw a concrete commitment to their growth and potential.
Madhurima Halder, Content Manager, Recruit CRM
Champion Flexibility, Autonomy, and Growth
One of my best suggestions to HR is to offer greater flexibility, autonomy, and growth opportunities. This means giving employees the freedom to work from home or have a hybrid schedule, the ability to make their own decisions about how they get their work done, and the chance to learn new skills and take on new challenges.
Drawing from my own experience, I have found that offering a four-day workweek with flexible hours and training programs has allowed me to attract and retain top talent. I have been able to hire people who are passionate about their work and who are committed to our company's mission. They are also more likely to be creative and innovative, as they have more time to think outside the box at their own pace.
In a nutshell, by championing flexibility, autonomy, and growth, HR can attract and retain top talent. Drawing from my journey, this approach has proven to create a magnetic pull for exceptional professionals in today's competitive landscape.
Phil McParlane, Founder and CEO, 4dayweek.io
Hire for Employee Engagement
In retaining top talent, hiring specifically for employee engagement is crucial.
Engaged employees stay longer, work harder, and devote more to their employing organizations, making them key assets for any business. Although employee engagement often falls outside the purview of recruitment, research shows that employee engagement is actually highly dispositional.
Therefore, organizations must identify the specific abilities, traits, and characteristics that underpin engagement in their organization and hire with these in mind. Failure to account for this means that significant time, energy, and resources will be required to engage the workforce because they simply weren't a good fit in the first place.
Hiring people who will be engaged from the outset can significantly increase retention rates over time.
Chloe Yarwood, HR Manager, Test Partnership
Build a Culture of Continuous Learning
One suggestion that has been worth its weight in gold is building a culture that emphasizes personal growth and continuous learning. It sounds a bit cheesy and overused in the HR world at this point, but I've seen firsthand how offering internal promotions, subsidized training, and regular performance reviews can make a world of difference.
After all, it's not just about filling a position; it's about investing in people. We create opportunities for employees to grow, learn, and take on new challenges.
This approach not only attracts top talent but also fosters a sense of belonging and motivation. A lot of employees gladly take on new challenges. They see a future with us, a path to success. It's a win-win situation, strengthening our connections with employees and enhancing our overall team dynamic.
Ester Puleo, Talent Acquisition Specialist, Energy Casino
Market to Job Seekers Like Customers
Market your company to job seekers the same way you do to customers or clients. Develop an employee avatar like you would for a customer, and consider not just their skills and qualifications but also their pain points, what they want out of a workplace, and what values guide their decision-making and actions.
Use this information to determine the best places to advertise your openings to catch their attention, as well as what compensation, benefits, and workplace environment will be most likely to attract them to your organization.
Making a career move is a much more important and impactful decision than what products or services to buy, so don't just take the "post and hope" approach — give candidates a reason to send their application to you, and speak to their specific needs and wants will help give them that reason.
Archie Payne, CEO, CalTek Staffing
Branch Out to Wider Talent Networks
Consider a passive-sourcing approach by branching out to wider networks across social platforms and “micro-hubs” of talent, rather than sticking to traditional platforms like Indeed or LinkedIn. You could potentially be missing out on incredible talent this way!
Tracey Beveridge, HR Director, Personnel Checks
Praise Workers to Boost Retention
Attracting and keeping the best workers is a big challenge, especially when they often know they're doing a great job and want to be recognized for it.
Praising workers is really important. Even small successes should be noticed and celebrated. Making a point to say "well done" in public so others can hear it too might seem simple, but it makes people feel valued and happy where they work. This has helped keep top talent, and it's something other companies should think about too. It's a way to show you care without spending a lot of money.
Martin Potocki, CEO, Jobera
Recruiting and retaining top talent in today's market requires a multi-faceted approach with a focus on implementing strategies, including emphasizing personal growth opportunities, championing flexibility and autonomy, hiring for employee engagement, and fostering a culture of continuous learning. By putting their people's best interests first, organizations can not only attract the best talent, but also retain them for the long run.
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