The Great Resignation – a tidal wave of people quitting their jobs in search of better opportunities – continues to march on through many organizations and may very well strike yours. However, the hope is you can use this as an opportunity to recruit fabulous new people while at the same time retaining your top talent
Hire for Potential, Not Experience
Look for people who have a solid and versatile foundation and the ability and desire to learn new things.
- Companies often don’t want to promote from within because they want someone in the position that can hit the ground running. This strategy denies reality because the position will change anyway. Retain your best employees by promoting them into stretch roles.
Study your results and act on them
Peter Capelli, a professor of management at the Wharton School of Business in Pennsylvania, points out that very few companies do detailed tracking on recruiting and retention.
- You won’t improve your retention or recruiting if you don’t know what works and what fails.
About the Author
Suzanne Lucas is a writer and speaker who focuses on human resources and business issues
Ask your employees questions
Know what makes your current employees happy and what makes them miserable
- Knowing the answers to these questions helps you to tailor your training and development programs to what will benefit your company and employees
- You won’t retain people if they don’t see growth potential at your organization
Keep an eye on your competitors
Your hiring and retention competitors are not just the people who make and sell similar products and services, but anyone who hires people similar to your employees.
- If you want to keep your employees and hire new ones, you need to keep up with what your competitors offer.
