This is a guest blog post by Steph Stazko with Blue Octopus. See her bio below.
The secret ingredients of a successful business include happy, enthusiastic employees who actually enjoy their work. There’s 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 doesn’t 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 haven’t read the job role properly and don’t have the appropriate skills for the job. Sifting through candidates can be a laborious task, particularly if you receive many applications. However, an online recruitment specialist can perform the filtering process for you, leaving you with a shortlist of applicants worth inviting for interview.
Show Interest in your Ideal Candidate
There’s always one employee who shines above the others and at that moment you know they’re 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 you’ve found the perfect candidate then assure them of ways you’re 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
It’s 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 they’ll benefit from if they reach the goals they’ve been set. An employee who has rewards to look forward to when they reach certain milestones will perform better and be more optimistic.
Threatening you’ll 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 don’t have to achieve their full target until they’ve 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
Everyone’s had that overbearing boss at some point in their lives – the manager who breathes down employees’ necks all the time and can’t accept that people DO make mistakes. Employees fear that if they make one mistake they’ll be given the boot. If you’re an employer whose qualities are mirrored in the previous statement it’s 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 company’s credibility and attracting new applicants seeking a job within a successful company with a bright future.
Author Bio: Written by Stephanie Staszko on behalf of Blue Octopus who are flat fee recruitment specialists in the UK. You can follow Steph on Twitter @StephStaz where you will find her babbling about recruitment, job seeking and career development.