Recruiting is simply an expensive business for organizations, whatever the size. For this reason, it’s absolutely crucial that your recruiting efforts yield the return on investment that you need.
Yet, employers waste acquiring top recruits due to common errors in the way the organization is run.
Avoid These 3 Common Pitfalls that Push Top Recruits Away
In order to increase your retention of top talent, be sure to avoid these key pitfalls that may push that recent, top recruit away in 3 months’ time.
- You Aren’t Giving Your Top Recruits Career Advancement Opportunities
Career advancement is absolutely crucial in keeping your recruits motivated and incentivized. Importantly, Rich Hein of CIO points out that not all career paths are right for every recruit. It’s key to ensure that your career advancement opportunities are right for each candidate on recruiting them. Once you have established that you have opportunities to suit a particular candidate, you need to ensure that you deliver on that promise.
However, it goes beyond recruiting. Ensure that each new recruit clearly understands the stepping stones that will lead them to progress within your organization.
- Poor Management Is Pushing Your Top Recruits Away
Poor management is one of the key reasons top recruits will leave your organization. Eric Jackson writes for Forbes explains the importance for managers to be self-aware and reflect on how their management is being received by new recruits. It appears that the old saying remains to hold some truth: people don’t quit their jobs, they quit their bosses. Don’t allow management styles and personality clashes to push away your top talent and tarnish the ROI on your recruiting efforts.
- You’re Under-Using Your Top Recruits
Les McKeown writes for Business Time that one of the main reasons top recruits leave shortly after being recruited is that they are under-utilized within the organization. If they feel that their potential is not being fulfilled and that they are not contributing to the organization as much as they could, they are not likely to stand the tests of time.
Verify that the job description that you used to recruit your new employees is delivered on as promised. This is where employee retention goes well beyond the initial recruitment process. It isn’t enough to recruit top talent; you must efficiently make use of the talent that you have recruited.
Incentivizing Top Recruits Doesn’t Stop After the Recruiting Process
It’s important to continue to execute your strategy to motivate your top recruits to ensure that they remain with you and grow professionally. Avoid these pitfalls and ensure that your recruiting efforts yield the return that you need for the long-term success of your organization.
For more expert advice on recruiting and headhunting, or for specialist consultation on recruiting, please find out more at A Crawford Thomas’ website.