Tips for Employee Recruitment and Retention
As we start to return to the new “normal,” we are continuing to see difficulties in the skilled trades when it comes to recruiting and retaining employees. Unfortunately, these issues are affecting employers across the country. While there might not be a simple one-size-fits-all solution to the problem, there are a few things that you can do to boost your company’s chances of hiring a great employee and keeping them around for the long haul.
In terms of recruitment, it’s a good idea to take all people into consideration to increase the chances of finding the right fit. This means doing things like taking part in career fairs to get local students interested in apprenticeships or internships and working with industry networks like Career and Technical Student Organizations (CTSOs). It also means not automatically skipping over applicants with a criminal background, (according to a study by the ACLU, employees with a criminal history tend to be more loyal to employers who are willing to hire them). Moreover, veterans in search of employment often bring skills to the table from their military background. When it comes to recruitment and onboarding, make the process as easy as possible. If you haven’t already, consider allowing it to take place online to eliminate any unnecessary burdens or paperwork.
When it comes to retention, there are a number of steps you can take to make sure the employees you do hire are happy and will stick around. First, make sure that there is proper job training and equipment to allow the employee to feel confident in what they are doing. Training could be done in the form of a mentorship program, either formal or informal. You may also consider developing an in-house training program, as some ACCA members have already done. Next, make sure employees are aware of career advancement opportunities within the company. If they know that there are steps ahead of them from their current position, they will be more likely to stick around. Similarly, make sure that people are put in the right positions to suit their unique preferences and skillsets. Performance based incentives have also been known to boost employee production and satisfaction.
Adequate communication is also vital in keeping employees happy, so make sure to both ask for feedback and give feedback regularly while valuing employee input. Try to also remove language barriers as best as possible to avoid any miscommunication and allow for people to feel included in the team. Referral benefits should also be considered in the form of something like added vacation days for the employee that refers an eventual new hire. Lastly, if an employee does leave, try to conduct an exit interview to see why they left and how this could be prevented in the future.
Please feel free to share what strategies have worked best for you in terms of recruiting and retaining good employees!
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