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Are You Recruiting Your Current Employees?

Integrity Staffing & Solutions

You can bet if you aren’t recruiting your current employees, another employer is. So what do you do to keep your top talent in place?

Some key elements to consider as part of your retention strategies (and you do need multiple strategies) include the following:

Well-Designed Recruitment and Selection Processes

Employee retention begins at recruitment. A thorough job analysis will identify the knowledge, skills, and abilities necessary to successfully perform the job. Proper selection tools including assessments and realistic job previews can assist in ensuring a good fit between the employee and the job. Fit is a critical aspect of retention.

A Strategically-Developed Onboarding Process

The onboarding process is key when assimilating your employees to your organization’s culture and values. Onboarding is a formalized process of sharing the company stories and history as well as training new staff to perform their jobs. Onboarding processes can be anywhere from a few hours to a number of months in duration and may involve individuals from throughout your organization to assist your new hires in acclimating to their new role. Successful onboarding needs to be well-thought and needs to “re-sell” your new hire on your organization.

Opportunities to Increase Employees’ Connectedness to Organization

Studies show that employees who are socialized to their organization’s values and culture are more likely to stay with the organization. Ways to increase your employee’s connectedness to your company include providing mentoring opportunities, establishing work teams, and providing opportunities for formal and informal socializing among employees.

Reward Programs Aligned with Organization’s Values and Culture

Evaluate the reward systems within your organization. Are they aligned with the stated values and culture? If you say your organization values innovation but the employees who avoid risk at all costs are the ones who receive recognition, bonuses, and promotions, your organization’s rewards and values are not aligned.

Manage Poor Performers Out of Organization

In order to maintain your high performers it is critical to move poor performers out of the organization. High performers get frustrated with under-performing colleagues and will migrate to organizations that won’t tolerate poor work.

Don’t wait to make retention a priority; your employees are already looking for their next opportunity.