How Strong is your Recruitment & Retention Policy?

“Knowing whatmakes your

employees unhappyis essential when considering work

satisfaction, morale,motivation and retention”

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B4 ADVICE

Workload: Do your employees feel theirworkloads are too heavy or their time is spread toothinly? This problem is becoming worse asredundancies; the economy; lack of educated,skilled or experienced staff; and your businessdemands grow.

Some of the advice and recommendations theCIPD came up with from their recent talentmanagement research was particularly helpfulwhen you’re thinking about your resourcing andtalent planning strategies:

• Consolidate the people management skills ofyour line managers to identify, assess and developyour talent effectively, this would include managingperformance, providing feedback and conductingeffective & productive conversations plustraining/coaching and engaging with youremployees

• Develop and support roles that are pivotal to thebusiness.

• Maintain a proactive and consistent approach toperformance management.

• Simplify and entrench your talent managementprocesses and anchor development to the needsof the business.

• Support and engage with your employeesthrough the uncertain economic climate –communicate regularly what is happening with thebusiness, pay close attention and gauge thegeneral mood of employees, supporting the‘survivors’ of the business.

• Acknowledge your organisation’s skills shortagesand develop various possibilities to buildknowledge and experience in the areas that arelacking.

• Maintain enthusiasm and momentum aroundyour brand and, even if not currently recruiting,keep talent interested for the future.

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With the impending influx of new talent into Oxfordshire as a result of new government led initiatives &partnerships, how flexible is your organisation’s recruitment strategy? How will you retain your talent? Howattractive is your organisation to new talent?

HOW STRONG IS YOURRECRUITMENT &RETENTION STRATEGY?

The increased flow of new organisationsinto Oxfordshire can only be a good thingfor economic growth in the area,highlighting the exceptional talent andresources we have in our county andensuring a bright economic future forOxfordshire. However, this could leave anorganisations recruitment and retentionstrategy wide open. With new and excitingorganisations coming into the area, yourtalent could start to think the grass isgreener on the other side.

The Career Boutique have built up open andhonest professional relationships with ourclients, and feel they are in an ideal positionto advise and guide them on the employmentmarket, employee retention, and moreimportantly employee satisfaction. Withincentives and benefits such as flexibleworking, personal development & trainingplans, healthcare and pension benefits, toname only a few, your organisation wouldbecome more attractive.

Katherine has always believed that hiring staffis just the start of creating a strong andtalented work force. Your next challenge iskeep them there because high turnover costsbusinesses time and productivity. By offeringbenefits and perks to keep staff happy,perhaps affording them a good work lifebalance and promoting from within whereverpossible your time will be better spent andyour productivity will improve.

On the flip-side, by having these benefits andperks in place, your organisation becomesattractive to those seeking employment. Jobseekers would prefer to work for anorganisation that is flexible rather than

regimented, open to ideas & forward thinkingrather than stuck in a rut and most of all anorganisation who values its existing staff byoffering them a pleasant, safe and secureworking environment.

Financial rewards and bonuses can be veryattractive but in these austere times, otherincentives can be just as attractive. Someorganisations offer stock options, others teambuilding days/nights, some offer vouchers foronline or high street retailers or restaurants.An organisation who is keen to retain its talentwould be well advised to ask them whatthey’d like rather than just assume. By asking,you’re showing you’re willing to be flexible,willing to listen, which in itself can be asatisfying experience for the work force. Staffjust want to feel part of the process, part ofthe decision making and part of the companythey’re putting their time and effort intosupporting.

Katherine has come across these issues manytimes before in her work with clients on their

recruitment projects, and as a consequenceshe has gained many valuable partnershipswith training/coaching organisations, HRprofessionals and legal advisors. She feelsstrongly that being able to offer rounded andimpartial advice during the recruitmentprocess, this only enhances the experience forthe client. Our recent seminar on “FamilyRights at Work” has highlighted the changesin society that require organisations to have amore flexible attitude towards family life andthe balance with work.

Knowing what makes your employeesunhappy is essential when considering worksatisfaction, morale, motivation and retention.

You must be listening to your staff andproviding them with opportunities tocommunicate with you. If your employeesfeel respected and secure, they will tell youwhat’s on their minds.

The Top complaints employees have include:-

Salaries: Do your employees feelcomfortable asking for a raise? How can youencourage open communication? Do youremployees feel there is inequality in paybetween new and longer term employees? Insome organisations with the average annualpay increase of around 4%, employees thinkthat newcomers are being paid more – and,often, they are.

Over-management: Are your employeesmicro-managed? Workplaces that encourageemployee empowerment and moreemployee contributions have fewercomplaints.

HR Dept responses: Is your HR Dept

responding quickly to employee questionsand concerns. In forward thinking HRdepartments, responsiveness to employeeneeds is essential.

Favoritism: Are your employees treatedequally? Employees want fair treatment in allpolicies, guidelines, requesting time off,assignments, regular communication anddevelopment opportunities.

Communication and availability: Do youencourage face-to-face communication timewith senior management? Communicationhelps employees feel valued and important.

“...hiring staff is just the start of creating a strong and talented work force.Your next challenge is keep them there because high turnover

costs businesses time and productivity”