The busiest time of year for recruitment is approaching, and we are getting a lot of enquiries on how to retain staff. With more businesses competing for the best people, how do you make sure your business is their first choice?
Recruitment isn’t just about filling a vacancy. If you want people to stay, you need to think about retention from the very start of the recruitment process.
That means being clear about the role, your culture and what it’s really like to work for your business. Think about what makes you different. Is it career progression? Flexibility? Your benefits? Development opportunities? Or simply a great team and working environment?
Getting the right person through the door is important, but getting someone who wants to stay, develop and grow with your business is even better. Here’s our top tips on how to retain staff.
Be clear about what you’re offering
The first place to start is your job description and advert. Make sure they accurately reflect the role, responsibilities, salary, benefits and expectations from the outset. Avoid over-selling the opportunity or making promises you can’t deliver. There’s nothing more frustrating for a new employee than joining a business and discovering that the reality doesn’t match what they were told during the recruitment process.
Give candidates a reason to choose you
Think about what you genuinely offer employees and make sure these benefits are clearly communicated. This could include flexible or hybrid working, additional holidays, a day off for their birthday, development opportunities, enhanced pension contributions or other workplace benefits.
Being open and transparent from the beginning helps candidates understand exactly what they’re signing up for and attracts people who are more likely to be the right fit for your business and stay for the longer term.
Recruit for the right fit, not just the right CV
Skills and experience are important, but it’s also worth considering a candidate’s values, expectations and long-term ambitions. Think about whether the role and working environment are likely to be right for them, and whether they have the behaviours and approach needed to succeed.
However, decisions should always be based on fair, objective and job-related criteria. Be careful not to let personal preferences, assumptions or unconscious bias influence who you consider to be a good fit. Recruitment decisions must not discriminate against candidates because of a protected characteristic, such as age, disability, race, religion or belief, sex or sexual orientation.
Get the interview experience right
Recruitment is a two-way process. Candidates are assessing your business at the same time as you are assessing them, so communication, organisation and the overall candidate experience matter. This is a great opportunity to give the employee a taste of what it’s like to work for your business.
Onboarding Process
Make sure your onboarding process is planned well in advance and that everything is ready for your new employee from day one. This includes having the right systems, equipment and access set up, as well as a clear plan for the training and support they’ll need to get up and running.
A good onboarding experience should also help them feel part of the team. Take the time to introduce them to colleagues, explain how the business works, set clear expectations and make sure they know where to go if they need help.
Remember, onboarding shouldn’t stop after the first couple of weeks. Regular check-ins throughout the first few months can help you understand how they’re settling in, address any concerns early and build a positive line of communication with their manager.
The aim is to make sure new employees feel supported, confident and part of the business from the very beginning.
Talk about development early
Career conversations shouldn’t only happen once someone has been with you for years. Discuss development, training and future opportunities from an early stage.
Corporate Social Responsibility (CSR)
Trust in businesses and governments is down. It’s not just the public that can be affected by a company’s focus (or lack thereof) on CSR, though. Boosting CSR can also help improve motivation and engagement in your business. Why not get involved in things that mean something close to the hearts of your employees?. We’ve seen good examples in the past where organisations have got involved with local charities, giving something back. However, it’s important to choose something that means something to your staff. This fosters good team spirit, improves morale but also helps you retain and attract good people.
In Conclusion
Retaining great staff and saving new hire costs in a competitive market will always be a challenge. In addition, this can often be dictated by the ever-changing shape of the employment market. You can also make a difference by focusing on what employees and candidates really want. To be successful, this change must come from the top. Demonstrating your commitment to employee happiness, rather than paying lip service to current trends.
For more information on how to retain staff, contact us at The HR Booth on 01383 668178 or email us through our website.
