It’s such an uphill task hiring staff and managing them, don’t you think? Especially when research has proven that it is easier to even hire than it is to fire staff. So, everybody is hire-shy. Yet the work has to be done.
Finding and retaining the best staff is a common challenge for companies. And the smaller the company, the more daunting the task, bearing in mind that labor laws and employment regulations don’t have separate rules for big and small companies
Having worked for businesses of different sizes and in different industries, it is easy to point out the business practices that negatively impact staff turnover for the worse.
So here are seven simple hacks that will help you attract and keep top talent, so you can focus on more targeted business growth activities that will move your business forward phenomenally, without having to worry about your staff.
- Define and Showcase Your Company Culture:
One of the key aspects you must deal with to attract and retain top talent is a strong company culture. Does your business have clearly defined cultural practices and procedures? Are the spoken and unspoken rules clear to all and sundry? The existence of ambiguity is the beginning of the conflict. It’s that simple.
Clearly define your business culture, goals, methods, vision and mission statements, and communicate them accordingly. The communication process must be contiguous and unwavering. Don’t say one thing today and another in 2 weeks then a third in 3 months. Stay consistent. It will save you and them many unnecessary meetings and memos.
By showcasing your company culture, you will attract individuals who align with your values and are more likely to contribute to the success of your organization.
2. Let your brand appeal not only to your customers and clients but also to a certain quality of staff.
This is crucial for the sustainability of your brand, especially when competing with bigger players in your industry.
Develop a compelling story that conveys the opportunities, challenges, and perks of working for your small business. Tell your story both offline and online. Tell it at parties and presentations. Always find a way of incorporating it at every opportunity you get.
Let your current employees tell their employment stories by themselves as reviews and testimonials to build your brand.
3. Leverage Employee Referrals. There is no advertisement like word-of-mouth.
Encourage your existing employees to refer qualified candidates for open positions. Of Course, it must meet other employment guidelines like standards for employing spouses or relatives and so on.
Offer incentives, such as referral bonuses or recognition programs, to motivate your team to actively participate in the hiring process. Receive their candid opinions about the hiring process.
Not only will this help you find qualified candidates, but it will also contribute to fostering a sense of camaraderie and loyalty among your staff. You will be gaining their trust in the joint ownership story you want to sell to them.
4. Streamline the Hiring Process:
In a competitive job market, top candidates won’t wait around for a lengthy hiring process. Simplify and streamline your recruitment process to avoid losing out on exceptional talent. Clearly define job requirements, create concise job descriptions, and establish an efficient interview process. Utilize technology, such as applicant tracking systems or virtual interviews, to save time and ensure a smooth hiring experience for both parties.
5. Offer Competitive Compensation and Benefits:
While small businesses may not always be able to match the salary offerings of larger corporations, it’s essential to provide competitive compensation packages. Research industry benchmarks and ensures your salaries align with the market rates. Additionally, consider offering unique benefits that cater to the needs and preferences of your target employees, such as flexible work arrangements, professional development opportunities, membership of social and professional circles of relevance, or wellness programs. These additional perks can help compensate for lower salaries and make your company an attractive option.
6. Emphasize Growth and Learning Opportunities:
Top talent is often motivated by opportunities for growth and learning. Showcase the potential for professional development within your company by offering mentorship programs, training sessions, or educational allowances. Present to them a clear career path and demonstrate a commitment to investing in your employee’s skill sets and career advancement. By providing a clear path for growth, the chances of attracting and retaining the best in your industry is doubled, irrespective of what the high fliers are offering.
7. Prioritize Work-Life Balance:
Maintaining a healthy work-life balance is a major appeal for many career professionals in this era. Emphasize your company’s dedication to supporting employee well-being by implementing policies that promote work-life balance. Consider flexible work arrangements, remote or virtual work options, or generous time-off policies, based on productivity of course. Showcase your commitment to work-life balance and you will stop the scroll of worthy talent, who have life and family as a part of their life’s priorities.
Did you see that you don’t necessarily have to break the bank to hire and retain top-tier quality career people? It is a process that requires a well-thought-out process that will be properly implemented.
If you need help, you can reach out to us at bimpe@adebimpeahowunmi.com for more details.
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