Competition for talent has intensified. And once a new hire accepts the position, there’s no guarantee they will stay. Job-hopping has increased because associates have more choices. Expectations have changed dramatically.
In the new employment landscape, business owners and employees lack the loyalty that was once commonplace.
Here are 5 ways:
- Refocus on recruitment best practices
- Hire outside the box: consider non-traditional employees
- Use a structured onboarding program
- Respond to employee feedback
- Provide advancement opportunities
Refocus on Recruitment Best Practices
If you attract better job applicants, they will be more likely to thrive at your company. Technology and expertise are vital. Hire recruitment specialists if you can. They are best equipped to find talent in today’s tight labor market.
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- Add more detail to job descriptions
- Write screening questionnaires to filter out unqualified applicants
- Create structured interview scripts
- Measure for soft skills as well as hard skills
- Articulate your employer brand
- Use interview scoring to minimize unconscious bias
- Listen to the applicant to find out if their expectations line up with the job
Hire Outside The Box
Consider non-traditional employees. Some of the best most qualified professionals would rather freelance. If you need a specific skill set, consider a contractor. Some employers bring back retired employees part-time.
If your job roles can accommodate it, consider job sharing. Flexible schedules can attract qualified staff members. Flexible scheduling also improves work/life balance. That can lower turnover as well. Use TimeSimplicity to capably manage complicated team schedules.
These methods will expand your hiring pool.
Use a Structured Onboarding Program
The first six months of employment are critical. Staff members who complete a structured onboarding program are more likely to stay with your company. WorkforceHUB has structured onboarding tools.
Respond to Employee Feedback
Never stop asking for feedback from your team members. A complaint is a cry for help. It should be addressed immediately. If you don’t resolve concerns to their satisfaction, they are at risk of quitting.
Train your supervisors to resolve employees’ concerns as well. This is especially important for remote, mobile, or offsite associates. Be proactive about helping these employees feel part of the team.
WorkforceHUB has tools for soliciting and responding to employee feedback.
Provide Advancement Opportunities
No team members want to be stuck in a dead-end job.
If your best staff members can’t move up in their career, what is their motivation to stay?
Create a formal advancement program. Communicate it often. This will require training and mentoring from supervisors and others. Your current staff is your best source of future supervisors and directors.
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WorkforceHUB includes TimeSource Plus, TimeSimplicity, and TimeWorks Mobile. We’ve just added onboarding, benefits enrollment, performance reviews, and employee engagement! WorkforceHUB is designed for busy employers like you who need to streamline scheduling, automate time and attendance tracking, maintain regulatory compliance, and lessen labor costs.
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We can get you up and running with Workforce Management Suite in minutes. Contact us today to book a demo.