5 Hiring and Retention Strategies That Lead to Long-term Employees

5 Hiring and Retention Strategies That Lead to Long-term EmployeesIf you are a hiring authority, you know that finding talent is half the battle. If employees don’t stay at your company long term, your recruiting process starts all over. Efficient hiring helps you secure quality workers who add value to your business. You need to practice hiring and retention strategies that will lead to a consistent, highly effective staff.

5 Hiring and retention tips

Finding quality employees is difficult. But, there are steps you can take to make sure talent enters your business and stays. To get started, try these five strategies for hiring and retention.

1. Create an employer brand

An employer brand represents your business’s work culture, mission, and values. The employer brand should entice candidates and current employees to want to work for your company.

Your employer brand should set your business apart in today’s competitive job market. The best candidates know their worth. If you want to hire great employees, recognize the value they offer.

The way you brand your company should carry over into recruiting strategies. Use your mission statement to look for similar qualities in candidates. Show candidates what your business represents, who it serves, and its goals.

Good candidates are interested in your business’s work culture. Decide how your employer brand is unique, and be an advocate of what you offer employees. Learn about the things your ideal candidates value and offer relevant employee perks.

For example, you might allow flexible work schedules and a casual dress code. Or, your business could offer paid vacations and time off on holidays. These work culture bonuses seem small, but they make a big difference when it comes to hiring and keeping the best people.

2. Practice open communication

Make yourself available to candidates and employees. Don’t assume candidates know the appropriate way to contact you. Be clear about the best way they can get ahold of you. For example, a candidate might be sick and need to reschedule an interview. Give them several ways to reach you, such as phone numbers, emails, and project management tools.

During the interview process, be sure to listen and engage with candidates. Avoid leaving large gaps of silence between communication. Let candidates know when they should expect to hear from you and how they will be contacted.

If you decide not to hire a candidate, let them know with a personal message. Just because someone doesn’t fit your current needs doesn’t mean they won’t be an asset in the future.

Recruiting is not a place to make enemies. If you give a disqualified candidate a bad experience, the word will quickly spread. By earning a bad employer reputation, you lose out on referrals and make the recruitment and retention of staff even more difficult for your company. Referrals are often long-term employees, and they usually stay at their jobs at more than twice the rate of job board candidates.

Deep Dive Into Employee Referral Programs3. Be reliable

This tip sounds like a no-brainer. As a hiring authority, you know the importance of punctuality. But, little professional courtesies go a long way for hiring and keeping the best people. Before you learn how to recruit and retain employees who are reliable, make sure you yourself show up on time and meet deadlines.

Punctuality builds loyalty and trust, which leads to long-term employees. Make sure you’re on time to interviews, meetings, and work. Offer timely feedback and answers.

Simple gestures make a difference when it comes to the recruitment and retention of staff. For example, running payroll on time can motivate team members to stay with a company longer. When candidates know they can rely on you, you can trust that they will be loyal employees.

4. Encourage growth

The days of employees working the same job for decades are over. In fact, the average worker only stays with their current employer for 4.2 years. Quality candidates don’t want to be stagnant in their jobs. Instead, they are looking to build careers.

To recruit and retain employees that will develop a lasting and meaningful career at your organization, don’t just fill a role. Help candidates chart a course within your business so you don’t lose great hires after a few years.

For example, you might hire a sales representative. If the employee does well, you could promote them to a sales management position. The employee furthers their career, and you retain talent.

Let candidates know about advancement opportunities during the hiring process. Encourage employees to take on new responsibilities. Offer training and education to help employees build their skill sets.

5. Measure performance

Besides cash, one of the most valuable things you can offer a candidate is information. Smart job seekers know to use feedback to improve. High-performing workers want quantifiable goals and useful feedback. To maintain the highest quality hiring and retention standards, set measurable objectives and hold performance reviews.

Employees like to know that their skills are used to make a difference. Quality workers take ownership of their responsibilities when they can gauge performance.

Measure performance of individual team members as well as the business. That way, employees don’t just see their own results. They also get a picture of how the overall company is doing. Showing workers that they are a valuable part of a larger effort encourages employee retention.

Hiring and keeping the best people starts from within

Each of these five tips on how to hire and retain good employees begin with internal processes. You won’t maintain a top notch staff by accident. It takes a very conscious, organized effort that begins with creating a constructive atmosphere within your business.

♦ Amanda Cameron is a content writer for Patriot Software, LLC. At Patriot, she explains difficult payroll and accounting topics for small business owners.

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