You have just hired an employee, and within a short time period they leave the organization. Why? You carefully devised a job description, screened, interviewed, tested and selected the best-fit candidate. Your time and effort went into the selection process and it didn’t always result in a stay put hiring success.
Now what? Consider the following three main areas:
a) Re-examine your selection and evaluation methods. Were they consistent across all hires, and did they capture all pertinent information on work style, habits, motivation, abilities, etc.
b) Discuss with the recruiter in further detail the type of candidate you are looking for – she may not be finding and attracting the most appropriate candidate pool for you.
c) Examine the exit interview notes – why are the employees resigning? A normal percentage of employees leave the organization due to personal reasons, or a perceived better opportunity. Some of these resignations will come with no ill effect to you or your team. However others will be a disappointment – you may feel you failed in retaining top talent.
While considering these areas, it is important to look for ways to improve the recruitment process. Built a stronger partnership with your recruiter – they are the link to the candidates you seek. And take the quality time to connect with your key talent members, understanding their job needs, goals, and motivations.
Next, further delve into why your talent quit. It is important to understand if what went wrong was an isolated incident or if there is a pattern. And most importantly what you have control over in retaining your top employees.
Here are some key indicators:
- Analyze why employees are leaving and why they are staying. Consider such criteria as challenging work, work climate, promotion opportunities, pay, etc.
- Find out what your employees really want (financial, monetary or indirect; role’s design and scope; career development, training; organization’s reputation; leadership).
- What motivates and de-motivates your employees?
- Employee Survey results will sometimes present related findings to exit interviews
- Poor working relations with direct manager/supervisor
Here are some suggestions:
- Improve performance reviews (360 feedback, more frequent formal and/or informal feedback and evaluation, etc.) Take action on the feedback gathered.
- Link performance to rewards
- Use job sculpting (i.e. customizing career paths for employees that align with their life interests)
- Career development programs
- Ensure Training and Development Plans are utilized
- Include regular appreciation throughout the quarters – most employees want to feel valued, liked, and inspired to do more.
- Recognize your team members for their contributions (in terms of leadership, teamwork, customer service, innovation, etc)
Overall, revising the recruitment and selection process, conducting exit interviews, and implementing retention strategies will help. The retention strategies could include: offering a change in one’s role, learning and development, providing ways an individual can make a difference, improving corporate or team culture, incentives, work/life balance, mentoring, career planning programs, bonuses, training, etc
Most former employees will work for the competition, so retaining top performers is advantageous. By examining processes, programs, and reasons for turnover and taking action to improve retention rates will increase your hiring success.
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About Tina Iantorno: Tina is founder of
TKA Consulting –
www.tkac.ca, a Toronto-based firm providing recruitment and talent management consultancy.
