Resolve to improve your Hiring and Retention
Your business success depends on having the right people on your team — now and in the New Year.
Our hiring and retention guide tells you what you need in 2018 to hire great workers and retain top employees.
DON’T WAIT FOR TALENT.
RECRUITING WILL BE COMPETITIVE IN THE YEAR AHEAD. LEARN TO RECRUIT…CONTINUALLY.
Proactively search for candidates. Rather than wait for the right candidates to apply to your job, you can proactively search for qualified candidates with resume search. The key is using semantic search technology. Once the domain of big companies, semantic search has changed “search” into “match.” It’s so advanced that anyone can use it to find the right candidate.
Share your hiring plan with the entire team. Now’s the time to share your hiring needs with your team. Set up weekly meetings about the status of job openings and to address any questions. If your workforce is geographically dispersed, consider using Skype to host these types of meetings.
Encourage employees to look for talent in unexpected places. If an employee receives great service at a local restaurant or retailer, urge them to get that person’s relevant information such as their name, email address and phone number. Then, contact that person immediately to arrange a phone interview.
Establish or reactivate your employee referral plan. Employees will dig deeper into their social network if there’s something in it for them. If you don’t have an employee referral plan that rewards employees for referring a candidate hired for a particular position, start one immediately.
Encourage your team to be more social. A lot of hiring today is a direct result of social recruiting. An example of this is when an employee tells her Facebook friends about a job opening in her department who then share the news with their friends. Encourage employees to Tweet about seasonal job vacancies on their Twitter accounts as well.
Quickly pinpoints candidates that match your job requirements. Qualified resumes are scored, ranked, and delivered to you.
Turn your job posting into a branded ad, targeting qualified candidates on Facebook and Twitter.
BROADCAST YOUR COMPANY’S STORY.
MAKE THIS THE YEAR YOUR COMPANY SHARES ITS STORY VIA SOCIAL MEDIA. START SIMPLE.
Go where job seekers go. Job seekers may not be looking on the social media platforms you consider the most obvious. People may be spending more time on Facebook, Twitter or Instagram. In other words, follow the talent.
Customize content for the platform. Video, visuals, memes, and humor play well on Facebook but might feel off on more business-oriented sites. Facebook’s algorithm favors shorter videos and live video more than other platforms. Quick, humorous text and images are great for Twitter. Add text to your YouTube videos (many users keep the volume down).
Tell an engaging story. The content your company posts on its social media accounts – articles, photos, videos, and other content – should tell a kind of narrative. These communications can provide seekers with valuable information, from the latest industry insights to a behind-the-scenes view of your company culture.
Tap employees for their input. Employees can provide ideas and perspectives that differ from yours as the owner and can help make your job postings more authentic. Ask them what they like about their job and what life is like at your company. Integrate these qualities into your recruiting materials.
Weave your employer brand into job postings. Consider using a job template that makes it easy to share your company’s information, benefits, and social media links, and include a few employee testimonials. Images and video are both great ways to illustrate your work environment.
MAKE THIS THE YEAR YOUR COMPANY LEARNS TO FAIL. TODAY’S WORKERS SEEK GREATER CHALLENGES AND THE OPPORTUNITY TO FAIL. READ ON.
Turn risk into a valued trait. Explain the value of risk-taking in your employee materials. Include this message in onboarding materials and employee reviews. Develop a methodology that differentiates reckless behavior from calculated risk.
Transform your work culture. Rewarding calculated risks creates an inherently more exciting workplace. That type of culture will also help you attract quality people who know how to fail and bounce back quickly.
Reward failure in a productive way. Create a fun way to celebrate failure at your company. Use this opportunity to allow workers to talk openly about what worked, what didn’t, and what they learned in the process.
Talk about risk in the interview. Bring up the topic of risk in the interview to see if the potential employee is experienced in learning from their mistakes. Are they adept at experimenting and succeeding? Do they know how to rebound?
GET WORKERS IN SHAPE WHILE YOU SAVE MONEY.
REIN IN HEALTHCARE COSTS WHILE ENABLING EMPLOYEES TO BE HEALTHIER.
Reward employees for being healthy. Rather than demand that workers be healthy, offer financial incentives (gift card anyone?) and kudos for their effort – not just for outcomes. Avoid forcing anyone to do anything other than attending an activity. In other words, be inclusive.
Help workers change their habits. Organize lunchtime workouts, provide healthy snacks and organize fun fitness events. Encourage team efforts to keep up the enthusiasm. Be mindful of workers with physical limitations. Consider bringing in a nutritionist to speak with workers about healthy eating habits.
Tie wellness to healthcare benefits. Conduct a health assessment for each employee that measures tobacco use, blood pressure, and body mass index, as well as cholesterol and glucose levels. Employees have rewarded points for good health and thus pay less for health insurance premiums. Give employees opportunities to boost their scores and lower their premiums.
Lead by example. As with other workplace behavior, your workers will follow your cue in healthy behaviors. As a business owner and leader, be sure to participate in your company’s wellness efforts. Make time to join in – and encourage others to do the same. You’ll feel better for it!
KEEP WORKERS HAPPIER WORKERS ARE MORE PRODUCTIVE AND LESS LIKELY TO JUMP SHIP.
TRY THESE STRATEGIES.
Ask workers how they want to be treated. Respect is highly individual as we each interpret words and behave differently. Find out what behaviors people consider respectful with an informal or formal employee survey. Use the responses to create a written HR policy describing on-the-job behaviors that demonstrate respect.
Explain your values from the start. During the onboarding process, connect new hires with employees who best demonstrate your company values. Allow them to spend some time together. Your best workers can also mentor new employees from time to time.
Teach people how to get along. Sending a few people to mediation and facilitated discussion training ensures you have in-house folks who can help address disrespect in a constructive way.
Treat employees like the stars they are. When an employee or team does something great, make sure everyone knows about it by sharing the story. Even small gestures that reward and highlight good work can be meaningful. Ask managers to share words of praise and a thank you with their people for a job well done.