The workforce is changing as we know it and some are ready while others are still trying to grasp the new normal. While some employers may resist and wait for the pandemic to be over to make a change, others are embracing the change and implementing this right away. The question for many is whether they should join the movement of change or continue business as usual.
The unhelpful answer to this is… there is not a right or wrong answer. Every business operates differently and will require different expectations. However, these decisions can impact your ability to hire and retain. I have talked with many HR leaders and read countless articles on this topic. Are you currently trying to retain or hire a top talent employee? Here are some quick tips and suggestions if you are having trouble hiring or retaining talent.
- ASK- The opportunities for top talent are out there now more than ever. With remote work becoming a new normal, top talent can find remote jobs across the entire country without having to move. If you are looking to hire top talent, ask what their work preferences are and determine if you can or are willing to accommodate that. If you already have top talent, check in with them frequently to determine if they are happy with their current work schedules and work-life balance.
- CHECK-IN- Just because you have top talent now, does not mean you will retain them forever. Frequent check-ins are crucial to the success of the employee and the organization. Having open and honest dialogue without fear of repercussion can save you from having to backfill your top talent. Leaders who keep this feedback loop open and are open to change are likely going to be able to determine if an employee is unhappy quicker and be able to come up with solutions to keep that employee engaged, encouraged, and supported.
- BE FLEXIBLE- Flexibility is key with the upcoming workforce. Employees are valuing travel, experiences, and quality time now more than ever. Employers may want to consider implementing a flexible work policy (this can include time off, work schedules, hybrid options). If you are an employer who needs their employees to work a certain schedule, setting those expectations upfront and finding ways to offer flexibility when possible can be helpful for retaining and hiring.
- PROMOTE- Do you have a great benefits package with full benefits? Do you a company match 401k? Do you have flexible time off and wellness initiatives? Do you have free snacks or Taco Tuesday? If so, promote these in your job posts! Include pictures of employees at company events or having fun on the job? Making your job posts more personal, engaging, and relatable will bring more traffic to your post.
- TRY NEW THINGS- If your current job posts aren’t getting the candidates you want, change them up! Something as simple as changing the title of the job role can bring in new candidates. If your job titles do not accurately depict the role you are looking to hire, this can negatively impact your search for the right candidates. Your job titles do not need to be fancy, they need to be “searchable”.
- CONCISE JOB DESCRIPTIONS- If your job descriptions are not concise, you may lose the reader. Ensure your job description accurately depicts the role you are looking to hire. Re-read your job requirements and determine if all the requirements are essential for the role. If they are not, try removing the unnecessary requirements to bring in more candidates. The more candidates the better! You can always filter candidates through the interview process.
- INTERVIEW PROCESS- The interview process is as much of an interview for the candidate as it is for the employer. Employers may lose candidates if they have too long of an interview process. Determine what is absolutely necessary to ensure you have chosen the right candidate in the interview process, and remove the rest of the process. Once you have completed the interview process and made a decision, let the candidate know quickly. Long response times can dissuade candidates from the job as a perception of lack of interest or poor internal processes.
- CULTURE– Hire employees that meet the culture you have or are trying to create. Employers can train on a skill, but it is hard to correct a culture mismatch. Culture is the KEY to retaining employees and if there is a cultural mismatch, there is a higher risk of losing top talent. Hiring managers should be honest about the culture they currently have and/or the culture they are trying to create and set the right expectations upfront. It is great to initially get top talent in the door, but retaining them can then become the biggest challenge when there are many options out there in the workforce.
While these tips and tricks may work for some employers, they may not work for others. Figuring out what works for you as an employer will be key and knowing how to adapt to the changing workforce could enhance your ability to hire and retain. Happy hunting!