Very few business managers look forward to the recruitment process. It is hugely time-consuming, it eats away budgets like a small whale, and devastates teams and internal processes.
Even though solid and trustworthy recruitment agencies can streamline the process, take an enormous amount of time-consuming work away from HR and consequently reduce budgets in the future, nothing works better than systematic pre-emptive behaviour. Hence robust retention techniques to ensure staff turnover is as small as possible are paramount.
With that in mind we are only too aware here at Peak Recruitment that employee retention starts at the interview stage. It calls for an employee-centric approach that in the short-term may make for a greater pull on budgets and overall higher input in daily activities, but in the long term, with the goal of worker satisfaction and onus on unique career progress and development, investment will lead to a much more stable workforce, lower employee costs and ultimately higher net profits.
So how can you encourage client retention into your business?
The three-dimensional worker
Employment traditionally is all about matching the candidate with the job description. The interview process concentrates on skills, experiences and qualifications which are precise to the job role. Even the questions at the end surrounding hobbies and interests almost seem like token questions most of the time. At best they are an elaborate way of digging deeper into the client psyche to discern compatibilities for the job itself.
If you are just looking to fill a hole quickly that may be ok, but it is likely to come back and bite you somewhere nasty in a very short time. In order to meet employment requirements, you need to take the employees secondary needs into consideration from the outset. To do that, you need to understand them as a person rather than just an employment statistic.
With this in mind it is necessary to delve deeper into their personal goals. Also question how the new role will fit into their everyday life. When you understand their deeper needs you may be able to offer such perks as flexitime, overtime, a pension plan, or help with commuting. These factors should not be seen as luxuries and a drain of company resources. In the long – term a satisfied worker who knows management considers his needs as a person is less likely to up and leave.
Just as you may facilitate “exit” interviews to understand why employees may be leaving, temper the interview to include questions as to why they are changing jobs. This may give further insight into their needs and career ideals and also where their last employee failed.
Alleviating the daily grind
A manager who is truly keen to look after the interest of his workers will be repaid in trust and loyalty – and low staff turnover. As much as the big issues such as promotions and salary increase are highly important, it is often the small things which make big impressions. Offering such treats as “Friday doughnuts”; discount lunches, free parking or fun team days can make work days a whole lot more satisfying and enjoyable and put out the right messages.
Open communication between management and workers
Support in every sense is the key word. Is there open communication between employees and management? Do you have an open door policy? Is it really there for your employees’ benefit, or are you just suspicious about what they are doing when you can’t see them? Your time is precious and you may not be able to drop everything when things are going awry for your team members, but it does let you know where there may be flaws in the system which could eventually affect profits. A problem dealt with now can prevent chaos in the future and a team which performs a whole lot better.
The bigger picture
Sometimes employees can feel like a tiny cog in a big wheel. It is sometimes difficult to pinpoint how their work is affecting the bigger picture. Quality of work increases and loyalty to a brand and job role is enhanced when employees understand how their daily task impact on the overall product or service. They feel part of the brand itself. Tiresome daily tasks and activities have more meaning and more value.
A clear development path
As much as employees need to understand the part they play in the company overall, they also need to feel that there is a structured career path which is open to them. Supervisory sessions should highlight a development path and regular interviews and meetings should take place which are focused on this alone. Think in terms of your employees’ development in terms of their growth rather than just company needs. Be first in suggesting training which will take them to the next level.
Peak Recruitment is the leading recruitment agency in Thailand. A human resource specialist, our pioneering methodology and commitment to deliver exemplary services has placed us first for executive recruitment in Bangkok. As a team, we offer a distinctive approach that you just won’t find anywhere else in Thailand. For contact information click here