How to Address the Issue of Attrition during the Recruitment Process

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Attrition refers to the rate at which employees leave companies in a manner that reduces the workforce. This poses a disadvantage to the company because they are then forced to hire fresh talent and possibly conduct training all over again. During recruitment, it is therefore the aim of companies to hire professionals who will relate to the business and stick with it. Recruiters address the issue of attrition right from the hiring process by tackling aspects such as:

1. Personalized Incentives

One of the top reasons why employees leave a company is that they feel like their needs are not being effectively addressed. In order to begin to address this, the recruiter asks questions such as:

  • What would you say is your primary motivation?
  • What are you most passionate about?

Recruiters are then able to analyze this information and determine whether the candidate and the company are a good fit for one another. By addressing these questions, the company is better equipped to meet the individual’s deeper needs, hence ensuring that they are satisfied and see no need to move elsewhere. Incentives should differ from one individual to another because every individual is driven by different things. For one professional, money may be enough of an incentive while for another; there may be a need for recognition, feedback and praise.

2. Reputation and Culture

Top recruiters strive to only represent companies that have a good reputation. This does not mean that the company has to net a huge dollar figure every year; it just means that the business needs to be led by values such as integrity and accountability. Recruiters stake their reputation on that of the companies that they represent. One way to effectively vet a company is to find out what employees say when they are off from work.

  • Is it a good place to work?
  • What do they say is the most rewarding aspect about working there?

In addition to vetting, such questions also enable the recruiter to determine what kind of candidate would be best suited there. For instance, if the best part about working there is that they get to interact with many different people, the recruiter then determines that a candidate who likes to meet and network with people is better suited for the company than one who prefers to keep to themselves and/or a small circle of friends.

3. Opportunities for Growth

For most talented professionals to remain with the company for any substantial period of time, it is important that they experience growth; as opposed to remaining stagnant in one position. During the recruitment process, one of the key areas to address is the developmental opportunities available to the candidate once they are hired. This will give the candidate an opportunity to analyze and see whether that is the direction in which they want their career to grow.

Even when this information is not provided by the company outright, it is essential that the recruiter to find out. Only then are they able to attract, identify, hire and retain the ideal candidate who will develop a long-term relationship with the company.

jimmykHow to Address the Issue of Attrition during the Recruitment Process