The need for organizations to compete in today’s corporate world has made it imperative for them to relook at their recruitment strategy, not only the hiring part but also the retention of value adding employees. Knowing exactly what the person will be doing is the starting point of getting the right person. Recruiting managers today should ask themselves this question “what makes someone really happy about their job. Here are 6 practical tips to help you attract and retain competent employees.
- Salary matching. It is not advisable to hire an employee based on your budget. However the smart thing to do is to define the scope of the job and compare your salary offering with similar jobs in the market, especially those from your industry. Let’s face it employees are always looking for something better and will settle and perform better where they feel valued and appreciated.
- Employee Benefits. As organizations we all have our wage bill budgets and at times we cannot cannot match the salary asked by a prospective candidate or pay the above industry rate, offer a benefit package that will outweigh the difference. Employees feel more valuable if they are given benefits.
- Opportunity to develop new skills and competencies. Thanks to technology, online training and continued education is now easily accessible. It is a good gesture to give your employees the chance to enroll on any of these to enhance their job knowledge and skills, or even learn new competencies. This is a worthy investment. Additional knowledge and skills would mean lesser people for you because if they can multitask, you don’t need to hire additional help (doing more with less).
- Career Mobility. This may be difficult in a small business, find creative ways how your employee can move upwards from their current position. As your business grows so should your employees grow with you. If they feel that there is room for them to move upward, they will not attempt to look for greener pastures elsewhere. Give them more autonomy and the ability to make critical decisions so they feel they are moving as far as career is concerned. Career stagnation leads to dissatisfaction and high employee turnover.
- Reward System. Reward employees for job/s well done. Reward them too when your company is doing well. This will keep them motivated. Besides, the rewards do not have to be monetized always. There are a lot of creative ways to reward employees. There is what is known as (Rewards equity and equality), equity compares the value and pay of different jobs, such as nurse and electrician and equality compares the pay of similar jobs. Only people (both men and women) or on racial grounds can really have a negative impact if there is no equality in the company’s rewards system. Be always a good brand so prospective employees may see you as an employer of choice.
- Opportunity to socialize. This is where some small businesses failed to consider. Employees are social beings. You have to establish regular social programs for your employees like quarterly dinner, or party, yearly retreats, recognition day or family day, etc., that will foster a camaraderie among them. This can also help in building a better team which will give you better results
Article by Bartho Mapurisa,Recruitment Consultant at Classifieds.co.zw.The article is written in his personal capacity and does not represent the opinions of classifieds.co.zw.