in mind that tools don’t make decisions –
they only support them.
COSTLY SIN #4:
NOT PAYING ATTENTION TO
RETENTION
A more proactive approach is to prevent
vacancies altogether. It sounds simple:
hire well from the beginning and set the
stage for a long, mutually satisfying relationship.
In fact, it takes a good deal of
effort.
One way to support this goal is
to practice honesty. According to an
American Psychological Association
survey, about half of employees believe
recruitment
DILIGENCE AND THOROUGHNESS ARE ESSENTIAL IN FILLING
A VACANCY, BUT SPEED IS JUST AS IMPORTANT.
their employer is not completely honest
with them, and 25 per cent don’t trust
their employer at all. Most candidates,
then, would find it refreshing to hear
about a role’s challenges and obstacles
before they make a decision. What’s the
payoff? A foundation of trust to build
that long relationship.
The onboarding process should make
a new hire feel welcome. Ask appropriate
members of leadership to reach out
and introduce themselves within the
first week. Ensure the trainer is compassionate;
starting a new job can be
overwhelming, and a show of understanding
can generate loyalty. Continue
your honesty policy by clarifying expectations
on both sides.
COSTLY SIN #5:
STUNTING YOUR
PEOPLE’S GROWTH
Training and development (T&D) is a
key strategy in promoting ongoing retention.
Any T&D program should
include hard skills as well as soft skills
like communication and leadership.
Whether the T&D is delivered externally
or internally, it builds loyalty and
commitment. It also helps with succession
planning – and promoting from
within sends a positive message to other
employees. A strong T&D program can
become a recruiting tool that enhances
employment branding.
Vacancies are expensive and the market
is competitive, so companies who
want to stay ahead of the curve will implement
fast and efficient recruitment
processes. This includes clarifying goals
and priorities, ensuring all involved in
the onboarding process are on the same
page, and making recruitment a priority
like any other business objective. Invest
a little to save a lot and implement a retention
strategy that ensures employees
would never think of leaving to go somewhere
else. n
Loren Miner is chief operating officer of
recruitment firm Decision Toolbox.
48 ❚ MAY/JUNE 2015 ❚ HR PROFESSIONAL