4 STRATEGIES TO RECRUIT BETTER AND FOR A LONG TERM
Every institute or organization wants to hire the best men for their jobs and also for a longer term. But often organizations face the problem of their recruits leaving their job and shifting to other organization or to new job in a short period of time. This does not only affect the working life of the employees but also affect the workings of the organization. To withstand this major issue, a series of TED named “How to be a Better Human” stated 4 strategies that could help an organization to recruit employees that last longer with them: -
- Hire for potential, not experience- While recruiting, standard requirements asked by the recruiter include a college degree and work experience. But researchers found that these are not enough. An organization must also look for the long-term effectiveness of the employees. Potential of the employees to keep up with their designated jobs must also be kept in mind. This strategy is very much helpful while hiring people.
2. Ask your employees questions- Employees often face the problem of communication gap between them and their superiors in work. It is the duty of the organizations to keep a continuous flow of communication with their employees. Questions like how they are doing with their work, if they are facing any issues, are they happy with their job, etc. can create a better understanding between the organizations and their employees.
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3. Keep an eye on your competitors- Reward for what you do always makes you happy and keeps you motivated. And what can be a better reward than salary for an employee. Always keep an eye on what other organizations in the market are paying their people and if you are paying reasonably. Also, it is important to provide other job benefits like job security, job flexibility, etc. along with proper remuneration to keep your employees motivated to work with you for a long term.
4. Study your results and act on them- While this may not seem like a recruiting or retention technique, it will lead you to correct your processes. Peter Capelli, a professor of management at the Wharton School of Business in Pennsylvania, points out that very few companies do detailed tracking on recruiting and retention. “Imagine,” he says, “if the CEO asked how an advertising campaign had gone, and the response was ‘We have a good idea how long it took to roll out and what it cost, but we haven’t looked to see whether we’re selling more.” You won’t improve your retention or recruiting if you don’t know what works and what fails. That’s why you need to keep data on them.
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