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Retention Strategies to Improve Employee Experience When Recruiting
Attracting and retaining top talent is crucial for the efficiency of your team and success of the organisation.
A well-structured onboarding process increases and diversifies your talent pool, helping you secure the best professionals for your team. Here are 9 recruitment and retention strategies you can implement with your next hire.
1) Define Your Candidate Profile
A clearly written candidate profile is key for any recruitment process as it ensures the right candidates apply for your opening.
The profile should be included in your job description and outline the skills, experience, and qualifications required for the role. Consider:
Job requirements: Define the essential and desirable skills and experience needed. Use quantifiable measures such as: '3 years experience in a multinational business.'
Company culture: Describe your company values and team culture so that candidates get a feel for your organisation's priorities.
Organisational aspirations: Include the goals of your business in the profile so you attract candidates who will believe and assist with your business mission.
2) Champion Your Company Culture and Employer Brand
In 2024, we have seen rising interest from candidates in company culture which can include your benefits packages and whether it offers a substantial pension, holiday allowance or even private medical insurance.
We have also seen increased interest in whether an organisation has a sustainability or charitable mission.
Highlighting your values, culture and benefits demonstrates why your organisation is a top employer and ensures your brand is one that job hunters want to work with.
Consider using social media, employee testimonials, and company awards to highlight your retention efforts and provide valuable insights into your organisation's work-life balance and employee well-being.
3) Refresh Your Job Descriptions
Engaging and structured job descriptions can attract the right talent and reduce the time it takes to fill your role.
Use clear and direct language, highlighting the most important and attractive aspects of the role.
Never leave off a salary as this will have a negative impact on your brand and discourage candidates from applying.
4) Utilise Multiple Sourcing Strategies
A variety of sourcing strategies means you are more likely to attract the right talent and reduce the length of the recruitment process.
Explore:
Job boards: This is most likely the first place a candidate will start their job search and is where you will gain the most interest. Make sure you have your opening advertised and pay particular interest to industry-specific job-hunting platforms.
Social media: Social media platforms such as LinkedIn help you connect with passive candidates (professionals not actively looking) and promote your employer brand.
Employee referrals: Encourage current employees to refer qualified candidates.
Networking: Contact colleagues you have worked with in the past to see if they would consider a career move.
5) Conduct Comprehensive and Inclusive Interviews
Candidates will be assessing you and your organisation during the interview process. The first time they meet you or visit your offices is key when it comes to creating a positive candidate experience.
Ensure they have the information they need to prepare and to get to the right place on time. Make it a priority to welcome them to the business and thank them for their time.
By making a good impression when it comes to assessing the candidate's suitability for the role, you ensure you hire the right individual and encourage them to make your role a long-term commitment.
6) Offer a Competitive Compensation Package
In a candidate-driven job market, offering a competitive salary and a comprehensive benefits package is key for talent attraction.
Candidates view your benefits packages as a reflection of your culture and your perception of the team.
Wherever possible, ensure your salary bandings are competitive and you offer bonuses, as well as opportunities for professional development.
7) Provide a Positive Candidate Experience
A positive recruitment experience can significantly impact your brand reputation and ensure you stand out in a competitive market.
Your onboarding process should have an inclusive recruitment strategy as this will help attract top candidates and foster a sense of belonging in which candidates can envision themselves wanting to work at your business.
Ensure you are engaging with potential candidates, whether taking them past the application process or not. Provide timely feedback at each stage of the recruitment process to demonstrate your care of potential employees, as this is a reflection of the culture and values you encourage.
Ensure that new hires are regularly contacted whilst they serve their notice and sign their contract.
8) Technology
Technology now plays a crucial role in streamlining the application process for many larger businesses.
If your organisation has multiple openings each year, applicant tracking systems (ATS) will help you manage applications, coordinate interviews and compare the profiles of potential new employees.
9) Measure and Analyse Your Recruitment Efforts
Track key metrics such as time-to-fill, cost-per-hire, and candidate satisfaction to assess the effectiveness of your recruitment process. Use this data to identify areas for improvement and make data-driven hiring decisions.
By following these strategies, you can create a recruitment process that attracts and retains top talent. Remember, a successful recruitment process is an ongoing effort that requires continuous evaluation and refinement.