What the martian can teach recruiters

Recruiting is something that many folks simply fall into. While some of us are naturally gifted and others need a bit more polish the truth is, there are basics that everyone needs to learn. Nowhere is this more true than in the world of talent recruitment.

The secret recruitment sauce is like any other recipe, it changes subtly over time. It may have different high and low notes depending on the chef, but there are some tried and true skills that must be mastered, whether you’re a talent natural or a martian just landed,

Here is a tip on recruiting best practices:

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3 tips to retain your top talent

The success of your business heavily relies on the vision and long-term investments that your employees have for the company. When your company is able to retain valuable talent for long periods of time, there is a substantial reduction in time-consuming tasks of having to find, attract, recruit and train new talent. You can avoid all these costly and time-consuming problems by following these quick tips on how you can better retain your company’s valuable talent.

#1: Set Clear Expectations and Direction

If an employee chooses to leave the organization, most of the time, it will be because that employee doesn’t find any real meaning and fulfilment in the work. You can avoid this by giving a sense of purpose and direction in an employee’s production.

From a managerial perspective, management can prove to be futile if the  approach in itself has no clear direction and sets no expectations. When you are able to efficiently set production expectations for your employee, the employee is entrusted with a sense of purpose and drive to accomplish tasks that will benefit your company.

#2: Provide quality management or supervision

People leave companies because of managers and their supervisors more often than they leave because of their jobs. Frequent employee complaints point to these areas:

  1. Lack of clear expectations
  2. Lack of clear earning potential
  3. Lack of feedback on performance
  4. Failure to hold scheduled meetings
  5. Failure to provide a framework within which they can succeed

#3: Provide Varied Opportunities and Incentives for Growth

Another way of retaining the company’s valuable talent is by providing them various opportunities for growth. A human being always strives for individual development. When a company is able to provide opportunities for individual development, it entices the employees to think more long-term. Programs like promotion opportunities, seminars, certifications and the like are all perfect examples for giving employees opportunities for significant growth.

Why your recruitment forecast is off

Talent departments plan for future staffing requirements based on the forecasting of positions the company must fill to meet future needs. Forecasts are based on the estimated demands for products and services. Revenues are determined first and staffing plans developed accordingly.

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