Hiring talent is increasingly becoming a challenge for recruiters. According to a survey by Jobvite, 65% of recruiters named shortage of talent as the major challenge. Another survey conducted in 2016 reported that 52% of businesses felt there was lack of adequate talent to fill open positions.
While finding the right candidate is difficult, retaining is even more difficult given the stiff competition in the industry.
Why do employees leave the job?
According to an ExeculSearch Group study, the following were the reasons why candidates would leave their current job.
- No career growth
- No pay scale improvement
- Not able to achieve a positive work life balance
- Bad corporate culture
Tips on recruiting and retaining talent
Clear recruitment strategy: The planning process for retaining top talent should begin at the recruitment stage and is possible, prior to that as well. A well-defined strategy for hiring and retention needs to be developed even before putting up job descriptions. The interview needs to focus both on the job profile as well as the defined career growth opportunities. Studies have shown that there is a huge gap in the understanding of the role by the candidate and the recruiter. While many recruiters are not well prepared with the job descriptions, many candidates also do not have a clear understanding of what is expected of them.
All factors including work culture, work life balance, pay and career growth should be discussed during the interview. These factors need to be reinforced during every appraisal while the candidate is employed.
Coordinated engagement: HR professionals should work closely with those professionals who are entrusted the task of employee training, retention, engagement and development.
Branding it right: Recruitment is increasingly being seen as a marketing activity. Recruiters should employ the same marketing strategies to focus on branding, creating marketing funnels and targeted advertising.
The right kind of branding while recruiting puts out the correct messages regarding the culture and ethos of the company, policies and growth prospects. Factors such as having a work environment that is employee-cantered and the responsiveness of management towards employee concerns need to be highlighted.
Training and rotation: Constant training is the best strategy to retain talent. Rotating the employee’s posting within different departments or roles may provide the opportunities he or she seeks. Provision of support for furthering academic pursuits, certifications or super specializations in the chosen field are some of the other strategies to adopt.Back to blog