We are all well aware that employees are the greatest asset of any company. A company can make progress, innovate, compete, and succeed provided it has a strong and talented workforce. Post-COVID, we all have had to reinvent ourselves in the way we work and in the way we live. Similarly, organizations must focus on hiring the right talent for the right position and on creating a positive employee experience to be able to attract and retain employees.
Head Hunting and Recruitment Consultants,Line Hjorth and Christina Hansson working for ScanCruit International UAE shared tips and insights into how to attract and retain talent post-COVID in a recent webinar organised by ONLYwebinars.com.
Talent is crucial for any organization and there are many challenges that organizations are facing currently:
To overcome these challenges let us look at why we need a head hunter to help business owners and entrepreneurs find the right talent quickly and cost-effectively?
For head-hunters to be able to perform well and deliver the output expected by any organization, they require a carefully drafted job description that lays out the roles and responsibilities that the prospective employee will take on. The communication needs to be clear in what is required from them as they need to have an understanding of what an organization is and what kind of employee would be the right fit in terms of attitude and talent.
A high degree of achievement lies in the key to finding the right employee which includes:
Onboarding is very essential when hiring a new employee. It not only reduces the turnover of employees but also leads to higher workforce compliance as it provides all the essential information required by the new employee. The onboarding process is known to cultivate teamwork as it ensures that the employee is well integrated with the team. A good onboarding process increases productivity by 54% and reduces the risk of employee turnover.87% of employees are less likely to leave a company when they are engaged
Hiring the right candidate is not the end of the process. Investments need to be made to continuously develop tools and acquire necessary resources for the development of employees for them to be motivated and for an organization to retain them. This requires an organization to set clear goals for all its employees for them to get a clear understanding of what is expected. Apart from that, the employees need to be offered professional training for them to progress in their career and develop new skills. There needs to be handholding through mentoring that can be done for new employees to help them settle in the new environment.
The lines of communication need to be open to address any issues that an employee may face or to get feedback. It has become essential during Covid times when the employees are working remotely to have regular check-in to plan the day, connect with other team members.
Some other steps that the organizations can take to settle a new employee is to help them through the relocation process if hiring them involves moving to a new country. They can contribute by guiding them to find the right accommodation, similar social groups, and finding the right family facilities to help them settle quickly. It is very common to come across a buddy system in many organizations where an existing employee has helped a new employee settle in their new work environment and provided guidance. This has led to increased productivity, higher job satisfaction, higher staff retention, and has created a more secure environment for sharing valuable information amongst employees.
It is very important to understand all the steps that the head-hunters need to follow and for the organizations to take to be able to attract and retain talent as the cost of hiring a wrong employee can be fairly large (30% of the annual salary of that employee) along with the time invested in the recruitment process, cost of rehiring, negative influence on the team, loss in the goodwill of the brand and recruitment and training cost.