How To Hire For Stronger Employee Retention
From employee engagement programs to workplace redecoration, employers have tried anything and everything to increase their employee retention. Sometimes, the nature of professionalism will simply cause employees to leave, as they’ll want to get to the next steps of their careers. However, there are some ways to better ensure retention, and it can start with tweaking your hiring process. Here are a few tips for hiring employees that stay:
Clear, updated job descriptions
From the get-go, re-examine the position you’re hiring for. What’s worked and not worked for others in the position in the past? What duties or tools can you get rid of or add on? Instead of posting the same old job description you’ve used for years, make sure to update it using more “verbage” that will stand out to your ideal employee. Would you like a millennial to come in and renew the role with fresh ideas? Would you wanted a person with specific education and skills to add more to the role than it had before? Make sure the job post is clear in what it’s looking for, that way your new hire will know exactly what they’re in for. Chances are, if they’re a perfect fit for your ideal job description, they won’t be leaving any time soon.
Now, this may be hard to judge, but generally, you’ll want an employee who is more than willing to commute to and from your office’s location. Also, if your job opening requires frequent travel or meetings, this needs to be a factor to address in your interview. Why? Logistics-wise, you first of all, need an employee who simply shows up. Say an employee commutes an hour to your company. How long until this weighs on them physically and mentally? Or alternatively, how willing is an employee’s drive to make this commute every day? How is their energy level? It may seem simple, but the issue of location can cost you your retention.
From the get-go, you should determine whether this employee would thrive in your company environment, or is only willing to in order to get a paying job. Every company has a specific environment, and you must address this directly in your interviews and in your branding. Why? Because a Millennial who is looking for innovation and open-office environment may become less motivated at your cubicle style office. Or others won’t enjoy your open-office environment because they need solitary quiet to concentrate. Don’t underestimate culture fit. After all, most likely, an employee will be spending 40 hours a week at your company. They want to enjoy it.