How to retain employees and recruit high-potential individuals?
12 April 2013
Read by 2730 persons
The presentation below outlines the golden rules for retaining employees and recruiting valuable new employees.
Implement a retention strategy where employees are recognized and valued.
- Identify what is less good in other companies than in yours, and use it to attract high-potential profiles.
- During interviews, highlight the emotional aspects (quality of life, evolution, recognition, management…), in addition to salary and work.
- With your employees, put into perspective the positive aspects of your company compared to the sector average (average salary, benefits…)
- Help them progress and improve, with a real objective of continuous improvement.
- Create a good work atmosphere: drinks for birthdays, end-of-project parties, team-building evenings…
- Thank and congratulate by email, by phone…
- Be transparent and accept criticism and suggestions.
- Highlight the most successful employees: newsletter, group email…
- Conduct satisfaction surveys to gauge morale.
- Offer them the opportunity to perform tasks or lead projects that go beyond their scope of action.
- Inform the structure about the company's objectives, and give a long-term perspective on the company. Do not withhold information.
- Foster teamwork, even between departments.
-…
Make sure candidates want to work for you:
- Make a list of factual (salary…) and non-factual (hours, evolution…) advantages.
- Give concrete examples of what happens in the company.
- Recruit only the best… if you can't find the person, don't recruit them!
- Follow up with the best candidates, to possibly call them back later.
- Encourage employee referrals with bonuses, and always meet with referred individuals.
- Create your network on Facebook, LinkedIn… and publish positive information about your company and its dynamism.
- Take an interest in people (family, passions…)
- Prepare a USP and a Pitch to present your company.
- Give candidates a company file during interviews, and also publish it online to give visibility to your company.
-…
Devenirplusefficace.com
Posted on April 12, 2013.
Implement a retention strategy where employees are recognized and valued.
- Identify what is less good in other companies than in yours, and use it to attract high-potential profiles.
- During interviews, highlight the emotional aspects (quality of life, evolution, recognition, management…), in addition to salary and work.
- With your employees, put into perspective the positive aspects of your company compared to the sector average (average salary, benefits…)
- Help them progress and improve, with a real objective of continuous improvement.
- Create a good work atmosphere: drinks for birthdays, end-of-project parties, team-building evenings…
- Thank and congratulate by email, by phone…
- Be transparent and accept criticism and suggestions.
- Highlight the most successful employees: newsletter, group email…
- Conduct satisfaction surveys to gauge morale.
- Offer them the opportunity to perform tasks or lead projects that go beyond their scope of action.
- Inform the structure about the company's objectives, and give a long-term perspective on the company. Do not withhold information.
- Foster teamwork, even between departments.
-…
Make sure candidates want to work for you:
- Make a list of factual (salary…) and non-factual (hours, evolution…) advantages.
- Give concrete examples of what happens in the company.
- Recruit only the best… if you can't find the person, don't recruit them!
- Follow up with the best candidates, to possibly call them back later.
- Encourage employee referrals with bonuses, and always meet with referred individuals.
- Create your network on Facebook, LinkedIn… and publish positive information about your company and its dynamism.
- Take an interest in people (family, passions…)
- Prepare a USP and a Pitch to present your company.
- Give candidates a company file during interviews, and also publish it online to give visibility to your company.
-…
Devenirplusefficace.com
Posted on April 12, 2013.
