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Personalizing Improves Retention
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The number one concern today for companies, regardless of the industry, is employee retention. Spending over 15 years of my career in an organization, which focused totally on the retention of its sales, force and currently involved in the outplacement industry, I have learned that most companies look at retention as a number one priority. In our organization, we focus regularly on what we can do to improve staff retention.
I have consistently noted throughout the years that retention truly begins in the selection process. A comprehensive selection process that is unhurried and focused with candidates interviewed by all the key players to ensure a good fit is important to retention of quality employees. Key players are employees that have an impact on the success of the candidate in their new position, i.e., supervisors, peers, and subordinates. Unfortunately the hiring process occurs usually when the position needs to be filled right away and we have a tendency to rush the selection process to get someone on board to tackle those many tasks that have been left undone. It becomes easy for the selection process to be harried and unfocused and many times it is only the Human Resource professional that is able to keep some semblance of calm during the process. If we strategically plan ahead for the selection process and what will occur in that process, we greatly enhance our retention program.
Including personnel in the selection process who will have an impact on the success of the candidate in their new position is vital to employee retention. Not only should the Human Resources professional and the hiring manager be involved in the interviewing, involve other employees as well. These would include employees charged with training the new hire, employees who will report to the new hire, and employees that will work with the new hire on a day-to-day basis. Good managers take their employees’ success in their positions personally. We should be taking advantage of this ownership among other employees as well. When employees are involved in the interviewing process and have input in the candidate selection, they take an interest in the success of that person. This will build a strong support group to help improve and greatly increase the success of the individual.
Another advantage to involving key personnel in the selection process is that they will be looking for personality traits that fit into the culture of their environment, which will move the organization in the right direction. These employees will be looking for characteristics similar to those that already exist in the organization, i.e., energy level, specific levels of professionalism, certain skill sets, etc. Although human nature is that we will not want to hire someone better than ourselves, if we have good quality people involved in the selection process, the ideal candidate will also be identified as having those same qualities. When one considers the expense, time, and energy involved in hiring and training new employees, it is definitely worth incorporating key individuals in the hiring process. Reviewing this one small key factor will help improve your employee retention program.
Source : Global Career Management |
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| GlobalCareer will mobilize all efforts to replace that employee
without any additional fee ... |
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