Blog 03 - Recruiting and sustaining top talent in 2022

 

Recruiting and sustaining top talent in 2022

Recruiting and sustaining top talent has become a challenging task in the present day context. But by being efficient and following a successful strategy, any Organization can become a successful business entity.

Recruitment have been explained by many. According to Plackett (2021) it is the practice of actively seeking for, discovering, and employing individuals for a given post or career is known as recruitment. The recruiting definition encompasses the complete hiring process, from initial screening through the integration of the individual recruit into the firm. Kirby (2008) the process of locating and selecting the most suitable and qualified candidate for a job opportunity, in a timely and cost-effective manner. It can also be described as the “process of searching for potential talents and stimulating and encouraging them to apply for jobs in an organization”.

Even though it seems as a tiring process, Recruiting and Retaining can be streamlined into simple five components to consider.

1.              Create an appealing Remuneration Package

Remuneration is Important. It is one of the most ultimate benefit of an occupation. According to HR Future Levine and Alaina (2017) stated that the most straightforward method to recruit and retain top people for any position is to offer competitive salary and benefits. Employees increasingly associate job happiness with higher salary and perks, making it a top priority for any applicant interested in working for your company. It will help minimize employee turnover because your best employees will be more inclined to stay with your organization. Pratt and Florentine (2022) stresses that pay is only one component of the equation. Compensation, benefits, work atmosphere, possibilities for advancement, and incentive designs all play a role. In Silicon Valley, for example, if a highly brilliant tech employee isn't completely content, he or she can just go across the street for a new and better position. This is especially true in a post-COVID virtual world with no geographical constraints.

2.              Offer Employees room for career growth and development

Career growth is another essential factor considered by the potential candidates.  According to studies, employees are more likely to stay with a company that provides opportunities for advancement. No outstanding talent will stay in a confined job for years when their qualifications, experience, and professional advancement allow them to explore better options. Clearing avenues to advancement and recognizing current employees for available management roles is an efficient strategy to retain your top personnel. (Sarrat, 2017). Levine and Alaina (2017) mentions that constantly providing training to employees in accordance with current technologies will not only assist upskill your personnel, but will also provide them with substantial talents that they can use to their regular job. With suitable training modules, one may encourage new workers to work harder and communicate more effectively.

3.              Create Flexible working Environment

Beno (2021) stresses that, Creating flexible working environment is vital in the present business context. Since the outbreak of the pandemic, it has occupied the center of the stage. Previously, a flexible work arrangement was a nice-to-have: a rare perk provided by just a few firms. Today, it is a majority of employees' expectation, and a crucial employee engagement strategy if organizations wish to compete in keeping top talent. This returns the debate to technology. One of the conditions for being able to offer flexible work is having the technology to allow workers to work productively wherever they are while also tracking their output. Because technology allows you to build a "virtual workplace" where communication, cooperation, responsibility, and high production can still occur, there is no need for people to work 100% of the time in your actual office.

4.              Build strong company culture

Company culture is important to attract and retain quality workforce. It also reflects the company image towards the external environment. According to MacLeamy (2020) Startups have hardly a distinct culture. But it exists. During the early phases of a company's development, it's critical that new recruits grasp the company's speed, values, and goal - even if it's unsaid. However, Beno (2021) mentions that, to recruit bright and enthusiastic employees, you must first create a vibrant corporate culture. This is the basis for your business to stand out and be regarded a good match by the right personnel. Remember that your business culture is largely impacted by your procedures and people, thus it is critical that it pervades all aspects of your operations.

5.              Love’em or Leave’em

This means the simplest fact of keeping the potential promising workforce who drives the organization towards success. According to Hussain et al. (2013), In the end, humans are what make the world go round, and no matter how disruptive or amazing your technology is, people are still in charge. Building a fantastic team is critical to early-stage company development. If someone isn't a good fit, it's time to let them go. Quickly, but nicely. Levine and Alaina (2017) explains that Succession planning is important, especially for high-level or difficult-to-fill roles. Maintaining a high profile may sometimes be difficult. Of course, turnover is sometimes unavoidable, so businesses must be prepared to lose outstanding people.


Reference

Beno, M. (2021) On-Site and Hybrid Workplace Culture of Positivity and Effectiveness: Case Study from Austria DOI:10.36941/ajis-2021-0142

 

Hussain, I.; Thomson, A.; Norfolk, T. (2020). Recruitment and retention. British Dental Journal, 228(2), 59–59. doi:10.1038/s41415-020-1204-8 

Levine, Alaina G (2017). Top talent wanted, start from scratch. Physics World, 30(7), 48–49. doi:10.1088/2058-7058/30/7/51 

Plackett, B. (2021) Customized recruitment attracts top talent DOI:10.1038/d41586-021-03633-w

 

MacLeamy, Patrick (2020). Designing a World‐Class Architecture Firm (The People, Stories, and Strategies Behind HOK) || Company Culture Is Crucial. , 10.1002/9781119685463(), 33–40. doi:10.1002/9781119685463.ch4 

 

Sarrat, O. (2017) Leading Top Talent in the Workplace DOI:10.1007/978-981-10-0983-9_50

Comments

  1. The major responsibility of the human resources department might be considered to be hiring new employees. The hiring process begins with a job analysis, advertising, and ends with selection training. It is crucial to choose the correct staff for the job. The selection procedure must to be impartial and open. Employee retention is a tactical instrument that may be used to boost productivity and support ongoing organizational growth. Every employee will put out additional effort to receive the salary increase and promotions if an organization offers its esteemed employees promotions and increments based on annual performance ( Pande and Deshpande, 2020).

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    1. Thank you Virosha for your comment. having external recruitment sometime effect internal potential talent who are expecting the move up on the ladder. According to Sarrat (2017) When a company considers a fresh candidate for the higher post than the existing candidates, then there is a higher possibility that the company existing employees might show some sort of internal dispute among the officials of the company.
      This kind of internal dispute can lead things to a completely different level. And eventually, the company can fall on their back with such differences of opinions.

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