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, employers and employees lack the loyalty that was once commonplace.
How can you keep your best employees from quitting?
Here are 5 ways:
- Refocus on recruitment best practices
- Hire outside the box: consider non-traditional staff members
- Use a structured onboarding program
- Respond to employee feedback
- Provide advancement opportunities
Refocus on Recruitment Best Practices
If you attract better job seekers, they will be more likely to thrive at your company. Technology and expertise are critical. Hire recruitment specialists if you can. They are best equipped to find talent in today’s tight labor market.
Improve your job applicant journey. It’s just as important as your customer journey. ApplicantStack provides an extraordinary hiring experience.
ApplicantStack expedites your hiring processes. This enables you to offer the job to the best candidate before your competitor does.
- 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 associates. Some of the best most qualified professionals would rather freelance. If you need a specific skill set, consider a contractor. Some business owners bring back retired employees part-time.
If your job roles can accommodate it, consider job sharing. Flexible schedules can attract qualified employees. Flexible scheduling also improves work/life balance. That can lower turnover as well. Use TimeSimplicity to capably handle complicated team schedules.
These methods will expand your hiring pool.
Use a Structured Onboarding Program
The first six months of employment are essential. Employees who complete a structured onboarding program are more likely to stay with your organization. WorkforceHUB has structured onboarding tools.
Respond to Employee Feedback
Never stop asking for feedback from your employees. 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 employees. Be proactive about helping these employees feel part of the team.
WorkforceHUB has tools for soliciting and responding to staff member feedback.
Provide Advancement Opportunities
No team members want to be stuck in a dead-end job.
If your best employees 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 workforce is your best source of future supervisors and directors.