hiring manager tips

Less Turnover, More Talent

During the recruitment process we are all careful to hire only the best workers, so once we hire them, we hope to keep them long-term. With this in mind, managers must entice their employees to by giving them good reasons to stay. Today, it is known that managers are finding it much harder to retain talent. Employees lack the compassion to hold tenure with their companies, and instead seek a job that best suits their lifestyle or future aspirations. As a manager, an easy solution is as simple as trust building and having conversations around career goals. This is to ensure you are able to assist their career climb. If you don’t know how your employees wish to grow professionally, it’s very difficult to nurture and support their goals, and this is where retention can be an issue.

Effective employee retention is crucial for the long-term health and success of any business. It is believed some of the benefits for maintaining your best employees include:

  • Constant customer satisfaction when dealing with the same person each time;
  • Fulfilled co-workers;
  • Effective succession planning;
  • Heightened organisational knowledge and learning; and
  • Minimal time spent hiring and training new staff.

On the other side, failing to retain key employees creates greater turnover of talent. The impacts for not implementing retention strategies include:

  • Increased training time and investment;
  • Lost knowledge and experience;
  • The loss of loyal clients and customers;
  • Insecurity among workers; and

Managers must implement staff retention strategies to ensure talent isn’t lost and even more so, lost to your competitors. Sometimes it’s the most effective retention initiatives that involve minimal cost, which means they are easy to apply and at no harm to your business. Here are some quick tips and tricks managers can implement to retain their talent and minimise their turnover:

  1. Responsibility: Show your employees trust by giving them new responsibilities that allow them to grow.
  2. Respect: Employees appreciate when they are respected and appreciated, which creates an enduring work culture with positive memories they will never forget.
  3. Recognition and Reward: Having a rewards program should go beyond monetary compensation, and can simply be a public thank you to acknowledge hard work and efforts.  
  4. Flexibility: Flexible work arrangements allow staff to effectively maintain and balance their work and home lives.
  5. Relaxation: Be generous with time off and ensure sufficient rest time during busy periods.
     

About the Author – Rachel Stefanovski 

Rachel Stefanovski is the General Manager of PKL Recruitment, leading the NSW and VIC state offices. Rachel takes great satisfaction in setting a strong and motivated team culture through engaging with intelligent and driven recruitment consultants. Contact Rachel directly via LinkedIn or rachel.stefanovski@pkl.com.au.

Top 5 Tips On Attracting The Right Talent Through Effective Employer Branding

 

  • Have you profiled your perfect candidates?
  • Are they hard to reach or in demand by your competitors?
  • Do candidates seek you out, or do you need to work hard to attract talent?

You may wish to consider updating your employer brand and value proposition.

Employer brand is the perception your current and potential stakeholders, including prospective employees, hold about your organisation. The external market perception of your organisation brand starts long before they even apply for a role. Your brand is communicated in every aspect of your marketing presence and behaviour, including past employee experience, reputation, social media and community involvement.

Effective employer branding is essentially a free marketing engine that can encourage candidates to want to work for you – or deter them from applying for roles in the first instance. Importantly, effective employer branding will guide prospective candidates decisions when they are negotiating more than one offer.

Our consultant’s share their top 5 tips on leveraging employer branding to attract top talent:

1. Know your target audience

  • Identify and understand your ideal candidate, including their needs and career aspirations.
  • Develop an accurate position description including company culture, specific responsibilities, reward system and other benefits.

2. Communicate your brand values

  • Cultural fit is a key driver of performance, job satisfaction and retention
  • It is important to be really clear about the company culture, values and expectations
  • There is no point in promising flexibility if it is not available
  • Choose your strong points and communicate them often

3. Leverage online presence

  • Develop an effective and engaging online presence on social media including Twitter, Facebook and LinkedIn
  • Showcase your team and locations, especially social events such as birthdays and team outings
  • Be responsive and ensure you respond to comments and posts

4. Improve every touch point

  • Evaluate every brand touch point including website, reviews, publicity, social media, building signage, vehicle livery, uniforms, dress codes etc.
  • Decide if they are fresh, relevant and reflect your values. If not, it may be one single brand touch point that is eroding your employer value proposition.

5. Join groups and get involved with the community

  • Identify which community groups, charity organisations are most likely to be supported by your key candidate targets
  • Make a conscious business decision to support these organisations and aim for involvement and visibility of your brand
  • Linking relevant community involvement with employment is also a key driver of job satisfaction and retention

PKL Recruitment specialises in permanent and temporary recruitment for business administration and office support positions across a wide variety of industries. We can help you find top talent for your organisation. Visit http://www.pkl.com.au/find-staff to start your search today.