Now more than ever, hiring the right people for your team is going to be a major factor in effecting your bottom line and continued company growth through the Great Resignation. Building an effective recruitment strategy should be centralized around finding more employees like your current best employees.
When evaluating these metrics we are really asking two important questions, 'who" and "why'. Finding the 'who' will help you to build an ideal candidate persona much like your existing top performers. By identifying these unique characteristics, we can tailor your interview strategies and dig deep into certain areas of potential candidates professional DNA.
Identifying the 'why' will highlight what motivates your current top performers to stay and view any opportunities to implement improvements for increased retention. When creating job ads, we want to highlight some of these KPIs to attract like-minded individuals who value what your company has to offer.
This two step process will enable your team to not only recruit new members more efficiently, but will ensure your new hires will have the right skills, attitudes and motivations to stay.
WHO - Identify the DNA of Past Successful Hires
Before we build out a job profile, we recommend first and foremost, speaking with the direct hiring manager to identify the common denominators of their most successful employees to date. There are several consistent traits that are often identified among these characteristics which include:
Taking responsibility for their actions, good or bad.
Consistently striving for self-improvement.
Determination.
Possess a competitive drive to succeed.
Proactive vs reactive. They handle crisis well.
Trustworthy.
Ability to overcome failures.
The common denominators may differ from one department to the next but will accurately guide the recruitment efforts going forward.
WHY - Conduct Stay Interviews
A "stay interview" is a one-on-one structured discussion between an indirect manager or supervisor and an employee. The conversation is centred around identifying the key drivers pertaining to the individual employee's retention and engagement levels.
Why Are Stay Interviews Important?
Stay interviews first and foremost demonstrate and acknowledge the loyalty and contributions of your most valued employees. They show that you as an employer, truly care about their job satisfaction. These strategic interviews will help you to understand what key factors have influenced the retention rates of key employees and help to identify low-cost changes that can further increase current and future employee engagement and commitment levels.
The stay interviews should be short, simple and confidential. These interviews show the employee that you value their input and will help retain your existing top talent.
Hiring is the most important job of all companies and represents the most important driver of their success. People are not a companies greatest asset unless they are the RIGHT people.
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