Top Five Tips for Hiring and Retention

This is loosely based on “Tips: Top Ten Tips for Hiring and Keeping Employees” by Heather Brighton and Geri Stengel, in their Stengel Solutions blog. I’ve chosen the 5 most relevant and important tips and updated them, to hopefully give those in the hiring business some insight. So here they are, in no particular order:

  • Hiring is a numbers game.

Just like so many other things in life, the larger pool you draw from, the better quality you’ll obtain. It’s hard not to hire someone you really like, but it’s important to pick a number of applicants for a given position, and stick to it. Even if you think you have your candidate chosen, it can’t hurt to meet everyone you selected to interview. The more prospective employees you meet with, the higher probability there is you’ll meet the right talent for the position at hand. If nothing else, it’s also a good opportunity to network.

  • Always be recruiting.

Even if you aren’t hiring for any position in particular, it’s important to keep your eyes open for fresh talent at all times. It’s a method employed by most top companies, and it works. Whether or not you have a position to fill, a strong team member is an invaluable asset that shouldn’t be ignored. Never deny the opportunity to recruit if it arises.

  • Facilitate mentorship programs.

Mentorship is a tried and true method for retention. 77% of companies report increased retention with mentorship, according to Jeff Barbarians article “The Road Best Traveled” in Training magazine. It’s not hard to believe. It makes sense that if an employee feels like they truly have someone on their side, they’ll be more likely to stay at a job and feel valued. If you have any issues with retention at your workplace, try a mentorship program, it’s a proven way to increase retention and productivity.

  • Train and develop talent to the best of their abilities.

It’s essential for retention and productivity, to have a strategic, continuous, and formal training and development program in place. Employees need to know where they are supposed to be in the training process at all times. They must be rewarded for exceeding these expectations, or face repercussions if they don’t. Leaving employees to train themselves doesn’t work for anybody. When training and development are structured and ongoing, is when companies see the most success.

  • Utilize Exit Interviews

Obviously, once someone has put in their resignation, retention is no longer an option. If we wait until employees leave us to begin worrying about holding on to them, we will be in trouble. An employee leaving, especially a particularly valued and trusted one, does however, offer an opportunity in the form of an exit interview. If you’ve already established a trusting bond with this employee, then they’re more likely to be honest with you about why they chose to leave, and what you can do better in the future. Not having to worry about their job also puts them in a position to be completely forthcoming, that you can gain from. Take their feedback, and use it to hold on to great employees in the future.

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