The secret ingredients of a successful business include happy, enthusiastic employees who actually enjoy their work. Theres nothing worse than having to continually recruit employees only for them to leave within a week, leaving you to start the process again. Not only is this a potentially costly problem but the general morale of your team is certain to fall without stability. Recruiting is a two-way process: the candidate sells their skills and employability and you sell your company and future job prospects.
Although this may seem elementary many employers have scared away employees with their aggressive no-nonsense approach to interviewing. Without creating a great first impression you could potentially lose a valuable team member who could have been a hardworking and valuable employee.
4 Rules to Improve your Recruiting Techniques and Decrease Staff Turnover
Take Time to Filter your Applicants
Filtering out applicants doesnt only help you to know more about the candidate before they arrive, it also reduces the amount of time which is often wasted interviewing applicants who havent read the job role properly and dont have the appropriate skills for the job. Sifting through candidates can be a laborious task, particularly if you receive many applications.
Show Interest in your Ideal Candidate
Theres always one employee who shines above the others and at that moment you know theyre the ideal candidate for the position. Many employers scare the candidate away at this stage by dictating high expectations along with difficult targets and no room for negotiation.
If youve found the perfect candidate then assure them of ways youre willing to compromise in their position and tell them how you want their input for ways of how to improve their role. On-going training and assistance to ensure performance progression is attractive to most employees who will benefit from support off their superiors. Not only does this empower the candidate, it also shows you acknowledge their skills and experience – allowing them to make the role their own.
Be Firm but Fair
Its mandatory to lay out certain house rules and job specific expectations surrounding the job role, or the successful applicant could be in for a nasty shock when they attempt to complete their designated tasks.
Rather than telling an employee of the possible penalties involved in their role, inform them of the rewards theyll benefit from if they reach the goals theyve been set. An employee who has rewards to look forward to when they reach certain milestones will perform better and be more optimistic.
Threatening youll sack them if they fail to reach a certain target within a week will put them under extreme pressure – starting a new job is stressful enough without the added stress of potential dismissal. Be fair and allow the employee to settle in and set out a structure so that dont have to achieve their full target until theyve been fully trained. Then when they do finally reach the full target they will feel a sense of achievement.
Be Supportive of your Employees – but not overbearing
Everyones had that overbearing boss at some point in their lives – the manager who breathes down employees necks all the time and cant accept that people DO make mistakes. Employees fear that if they make one mistake theyll be given the boot. If youre an employer whose qualities are mirrored in the previous statement its time to relax a little and allow room for mistakes and provide on-going support to your employees who are struggling. Most people can succeed with a little encouragement and reassurance.
Having a workforce which boasts job satisfaction is more likely to constitute a successful business than those organisations whose employees describe their job as dead end. Workers who feel happy within their work will spread the word of their job satisfaction – alerting people of your companys credibility and attracting new applicants seeking a job within a successful company with a bright future.