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One of the biggest complaints hiring managers has is their inability to find and keep great full-time employees. Our country's unemployment rate stands at 5.8% as of May 2021, making the number of unemployed Americans fall by 496,000 to just over nine million. Despite this reality, managers are attempting to hire for a specific "fit," but that's not a good strategy.
It isn't uncommon for potential candidates and employers to be misrepresentative of themselves in the market. Those hunting for jobs undergo training regarding their behavior when in the company of people who hold positions of authority while they're in school. So, when they walk through an employer's door, this may not be an authentic version of themselves.
The same occurs on the employer's side of the desk. Rarely do employers provide full details regarding what a candidate can expect from the position or the reason they need applicants. The previous employee may have left because the job was too demanding or terrible raises, but the employer will pepper the conversation with phrases with, "great advancement opportunities," or "wonderful opportunity," instead.
When employers withhold information from potential candidates, they're losing out on great people. They'll become annoyed or frustrated that this critical information was withheld from them and, in some cases, leave the position. Correcting staffing issues begins by hiring people who care and providing them with complete and accurate information regarding what they're about to embark upon in their new position.
Hiring managers can take several steps toward improving their odds of recruiting and retaining great employees. Here are some steps to implement:
Recruiting may involve more than one interview. Therefore, look through your interviews and take note of those who emphasized their desire to do a good job and make those candidates your priority. Those are the employees you want to pay the most attention to--your high performers. Instead of trying to fix poor performers, reward your high or highest performers, and lift the team.
Asking the right interview questions is critical. According to research conducted by Leadership IQ, within eighteen months, 46% of newly hired employees will experience failure. When looking more closely at this survey, it reports that 26% of these new hires are failing because they can't implement or accept feedback. The wrong job temperament for the job makes up 15% of these job failures, and 11% are for skill deficiencies. So, what these statistics mean is, the interview questions found candidates with the right skill set, but the wrong emotional intelligence.
Therefore, hiring managers can solve this by redeveloping their interview questions. They can ask questions like, "If I were to call someone whose life you positively changed, what would they say about you?" Follow this question up with something like, "When working on this solution, what role did you play?" If they're unable to recognize their contribution, they'll have the same difficulties in your company.
No one likes the idea of terminations, but they're necessary. All employees experience a bad day from time to time. However, several bad months stacking up is something management shouldn't be tolerating. Your employees should be consistently working toward creating great impressions not only for you but the company as a whole. Look at how hard they're trying in the beginning. Think about that and, if that's not their current performance, then it's likely not going to improve six or nine months from now.
What kind of workplace are you creating? Is it one your employees are looking forward to entering daily? If you want to recruit and retain great employees, it's your responsibility to create a workplace they want to come back to every workday. Keep the environment inspired and remove all mediocre things. Otherwise, you'll risk losing candidates who will create the environment you're aiming to create.
Are you the reason why your company is experiencing a high turnover rate? Yes, this is a tough question to answer. However, it must be examined if you want to hire and retain great people. Many hiring managers will blame others before taking responsibility for their poor decisions. That's a mistake because, if you're correcting errors and behaviors, then your candidate pool will experience significant improvements. Once you examine what's going on and take ownership of your part of the situation, you'll see the creation of a working environment that will succeed.
Don't forget to make sure your staff always feels well-appreciated. After candidates are settled into their new positions, saying thank you goes a long way. Adding monetary rewards, thank you gifts, and bonuses take that thank you even further. When you tie raises to achievement and accomplishments, your staff retention will increase more than any other action you can take.
Published on Aug 1, 2021
Hiring and retaining great full-time employees is a challenge for some managers. Given today’s unemployment rate, this doesn’t have to be the case. There are many opportunities for hiring managers to take a close look at their strategies, find the best candidates, and retain them. We’re going to discuss how.