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 staff members have more choices. Expectations have changed dramatically.
In the new employment landscape, business owners and employees lack the loyalty that was once commonplace.
Here are 5 ways:
- Refocus on recruitment best practices
- Hire outside the box: consider non-traditional team members
- Use a structured onboarding program
- Respond to employee feedback
- Provide advancement opportunities
Refocus on Recruitment Best Practices
If you attract better job candidates, they will be more likely to thrive at your company. Technology and expertise are essential. 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 vital 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 staff members. 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 staff members. Flexible scheduling also improves work/life balance. That can lower turnover as well. Use TimeSimplicity to capably manage complicated team schedules.
These processes 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 business. WorkforceHub has structured onboarding tools.
Respond to Employee Feedback
Never stop asking for feedback from your staff members. A complaint is a cry for help. It should be addressed immediately. If you don’t resolve problems 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 associates. Be proactive about helping these employees feel part of the team.
WorkforceHub has tools for soliciting and responding to worker feedback.
Provide Advancement Opportunities
No team members want to be stuck in a dead-end job.
If your best associates 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 labor force is your best source of future managers and directors.
Swipeclock offers WorkforceHub, the unified Human Resources portal that makes it easy to optimize the performance of your managers, employees, and company.
WorkforceHub includes TimeWorksPlus, TimeSimplicity, TimeWorks Mobile, and ApplicantStack. We’ve just added recruitment, onboarding, benefits enrollment, performance reviews, and employee engagement! WorkforceHub is designed for busy employers like you who need to reduce cost-per-hire, streamline scheduling, automate time tracking, maintain regulatory compliance, and decrease labor costs.
We can get you up and running with WorkforceHub immediately. Contact us today to request a demo.
Or are you interested in becoming a reseller? Check out the Swipeclock partner advantage now.
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