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Build Staff Retention Into Your Recruitment Process

We've written before that it is increasingly a candidate's market, especially for candidates that really impress and that everyone wants.

Why the need to keep stating this? Because it's still all too common to hear from other niche recruiters that an excellent candidate that was so hard to source has left their new job prematurely or, worse still, dropped out of the recruitment process.

Added on 22.05.2015

The key to successful recruiting

Successful recruitment, in a nutshell, is placing the right person in the right role within a short time, who will stay in that role for a long time. There are two ways to ensure that this happens, and both of these will not happen unless the hiring company understands that they need to do two things:

  • ONE - Engage candidates properly during the recruitment process; and
  • TWO - Hire for tomorrow, not just for today.

Candidate engagement starts with employee engagement

It starts with having happy employees - and don't just think you have; know you have. Once you're sure that you have a desirable workplace that is both interesting and fun, then you will be able to get this message across during your recruitment process.

Initial impressions for the candidate

So, if your company is dynamic and bubbly, then don't let your job descriptions sound stuffy and boring; if your workplace is informal, then use informal language.

Next, do not make the initial application process a lengthy one. By all means make the selection process involved, but the initial application should involve no more than a CV, a LinkedIn profile, and a few initial assessment questions.

Be organised when hiring

We've recently written about the need for an organised hiring process. The candidate is going to judge the company by the people they meet and how their discussions with them go, so make sure everyone involved prepares for each interview or meeting properly, and has set aside enough time to appear calm and in control.

Be respectful to the candidate

Make your candidate feel welcome and at home from the outset. This means meeting them promptly on arrival, shaking their hand, offering refreshments, letting them know who they'll be talking to on their visit, and apologising if anyone is running late for any reason. Once any interview is over, walk them back to reception and thank them for coming.

These simple actions say this to your candidate: 'I'm important to these people'.

Be clear and concise

Be sure that your interview process ends with the candidate completely clear about what will be expected of them and the environment they will be part of.

Be switched on and engaged yourself

Make sure the candidate knows that you have looked at their CV, their LinkedIn profile, and anything else provided during the selection process. Go through it with them, referring to notes that you've already made - this is such a simple way of saying to someone 'I prepared myself to talk to you'. Get them talking, and be seen to listen and to understand.

Be social and sociable

Make the selection process an interactive and collaborative one. It's a two-way process: your team and your candidate need to size each other up, so that there are no nasty surprises for anyone.

Follow up promptly and properly

Let your candidate know when they will hear from you. Keep them properly updated. Again, you're sending a message that this person is important to you.

Look to the future

Last - but definitely not least - is the need for you to think ahead. We wrote last year that employers need to ask themselves if they are too focused on hiring people with deep knowledge in one area, at the expense of people who are able to adapt.

So ask yourself: where do you want to take your company? Can you hire staff that will fulfill your short term goals whilst facilitating your long term goals? If you retain people that thrive on development, progression and the acquisition of new skills, then you will likely be filling tomorrow's roles with today's candidates.