How Do You Keep New Employees on Board?
December 27th, 2010 by Louis P. Kadetsky, CPC
Buyer’s remorse is always a risk. The recruiting process doesn’t end with new-hire orientation. Rather, you need to make sure that the first few months are enjoyable and fulfilling for a new employee. Otherwise, you may find yourself scrambling to fill the same req all over again. To help you with new hire retention, you need to make sure you’re hiring the right people to begin with, and that starts with your talent pool.
The early comfort and success of a new employee is directly related to his or her fit for the position you’re trying to fill. If you rush to complete the process or decide to settle for “close enough,” you may not have to worry about long-term problems: the employee may decide to start looking for a new job again before your worst fears can come true.
There are plenty of measures you can implement to get off to a great start with every new hire, from a well-planned orientation process to IT readiness. But, none of this will matter if you’re attracting the wrong people. So, make sure the talent pools from which you are sourcing candidates from are reflective of the skills, experience and personality that characterize your company.
Work with KGTiger’s STREAM solution to develop talent pools that will generate near- and long-term value for your company. We have developed specific techniques for creating concentrations of targeted talent that you can use to accelerate your recruiting and hiring processes. And, with a more reliable pool, the candidates who become employees will be both more effective and have a higher likelihood of staying through the first few months with your business.
Recruiting risk doesn’t dissipate with a signed offer letter or a first day on the job. You need to take steps throughout the recruiting supply chain to protect your company from a candidate’s buyer’s remorse. With KGTiger’s STREAM solution, you’ll address the challenge at the source.
[via Thomson Reuters]