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
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).
ReplyDeleteThank 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.
DeleteThis 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.