HR 8 October 2018

5 hiring tips to secure long-term employees that will help your business grow

Choosing the right candidate is about more than matching up skill sets it’s about taking a closer look at who they are
Richard Bradley UK and Ireland managing director at staffing business, Kelly, believes that retaining talent begins with choosing the right talent in the first place. Here, he shares his advice for hiring long-term staff that will ensure your small business succeeds and thrives.

Having the right staff on board is crucial for any small business that wants to build a bigger business, and whilst large businesses have huge resources to throw at talent acquisition it is certainly harder for a small company. When everything is a priority, it is all too easy to take your eye off the ball when it comes to recruiting the right staff and then hanging on to them.

It can be frustrating to spend months looking for that ideal candidate, the one with the perfect blend of skills, experience, and personality, only to have them wave goodbye within the first few months, leaving you to return to the drawing board.

Of course, sometimes the loss of great talent is impossible to avoid. Even the best candidates are human and sometimes life or simply a better offer gets in the way of best-laid plans.

But if you’re noticing a pattern of new hires who look for the door almost as soon as they arrive, then you could be experiencing organ rejection.

In other words, you are making a fundamental misstep in your talent sourcing and selection process, or you’re failing to create a nurturing environment for new talent. Either way, something needs to change and fast.

Below we look at how choosing the right candidate and the right onboarding process can help your business prevent organ rejection.

  1. Look beyond the CV

Choosing the right candidate is about more than matching up skill sets. it’s about taking a closer look at who they are and how they approach work. A person who has great cultural alignment with your organisation’s values and goals is much more likely to successfully embed then someone with all the right skills but no understanding of who you are as a business.

When you meet a candidate, take the time to visualise them in the role, talking to their team. Does it seem like a good match? If not, they may not be the right person, however impressive their CV.

  1. Set realistic expectations

it’s easy to ‘sell? the best parts of a job during the recruitment process and overlook the reality and challenges of a role. Any candidate needs to have a clear understanding of what a new role entails and the expectations that will be placed on them before they make a decision. There is nothing more disappointing than walking in on your first day to find a job that bears little resemblance to the role you expected. It can see highly skilled talent disappear, fast.

  1. Never select the best of the worst

Many industries are suffering from skills shortages. It can be really tough to attract the talent you need. But that should never mean you choose the best of the worst. It will only cause a bigger headache down the line.


 
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Business development