It’s been called the “Great Resignation.” A Gallup survey found that 48% of America’s working population is actively job searching or watching for opportunities. They estimate that when an employee leaves, the cost to the company is typically 1 1/2 to 2 times their annual salary.
While a company can do things to increase its employee retention, it can also avoid making mistakes during the hiring process.
You want to be clear about what the job entails, the experience you need, and what success in the position will look like. This needs to be articulated in the job posting and the job description, and all of this should be part of the interview with candidates.
Finding suitable candidates is always a challenge, particularly during a period of low unemployment. But, with this many people looking for work, finding the right person shouldn’t be impossible. Encourage current staff members to make recommendations. Some companies even offer a finders fee to staff. Talk to your customers and clients to see if they know of anyone who would be good in the position
Ensure that the interview process includes the participation of those who work in the department where the new person will work. The hiring manager can get valuable feedback from people who will work with the successful candidate.
Let finalists show you what they can do. I’ve had candidates for marketing positions write sample news releases or make suggestions about advertising plans. We had candidates for a business position analyze our financial statements. You might also want to use instruments like Myers-Briggs to assess your candidates.
Check references. Some employers don’t bother to do this because they don’t expect to learn much from someone the candidate has suggested. Be sure to ask non-typical questions. Instead of asking, “what do you think about Mary?”, ask,” “What is it like to work with Mary.” Also, ask references if they recall positives and negatives about the person. Listen for words like enthusiasm, detail-oriented, and easy to work with.
Once you’ve hired someone, make sure they can be mentored by a top worker. They should have goals and periodic meetings to ensure they are on task and comfortable in their job.
Employers should do everything they can to hire the right person and set them up for success. Doing so should improve retention while also helping the culture of the organization.
And if you are searching for a new job, I have some advice for you.
Dave Edwards Media 