How to deal with Employee Recruitment, Costs and Retention?

An employee forms the basic unit of an organization and reflects your brand, your image and your level of service which eventually leads to your customer’s satisfaction. Finding the right person who can fit into your organization and keeping the best people once you find them is a tough challenge. Listed below are a few tips that will help you deal with employee recruitment, costs and retention.

Dealing with Employee Recruitment

Employee recruitment deals with finding the best possible person who can contribute to your work culture. Here are a few tips that will help you get started with the employee recruitment process:

  • Develop your image as great employer
  • Look towards in-house candidates
  • Get your employees involved in the hiring process
  • Utilize your benefits to your advantage in the recruiting process
  • Hire the smartest person you can find
  • Make use of your web site for recruiting
  • Always check references when recruiting employees

Dealing with Employee Costs

While the recruitment of employees helps in the overall growth of the organization, the costs involving employee recruitment should also be taken into consideration before the recruitment process begins. Listed below are the different components that make up employee costs:

  • Recruitment costs
  • Salary
  • National insurance and income tax
  • Employer’s liability insurance
  • Sickness and maternity leave
  • Working infrastructure to be provided for the employee
  • Management time
  • Pensions and other employee benefits

Dealing with Employee Retention

Retaining your best and most desirable employees is a key challenge faced by many businesses. While ensuring employee retention among your present employees, it is important to remember that people leave managers and supervisors more often than they leave companies or jobs. Here are some ideas that will help your organization train managers to believe and act in ways that support employee retention.

  • Recognize and value employees
  • Handle employee complaints and problems effectively
  • Provide a motivating work environment
  • Give and receive feedback
  • Coach employee performance
  • Integrate performance management including goal setting
  • Hold career development discussions with employees
  • Provide funding for conferences and educational development opportunities
  • Schedule organizational events such as book clubs, product training, project debriefs, and planning meetings

Making use of the above ideas plus adding a few of your own can help you build a suitable work environment that will meet both your needs and the needs of your potential and current employees.

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