Retention Initiatives To Keep An Effective Workforce Intact

retention-initiatives-to-keep-an-effective-workforce-intact

The corporate world has undergone many rapid changes in the past couple of years. The impact of global economy and various other industry trends across various countries have lead to a steady change in the workforce management structure in recent times. The recruitment process, attracting top notch talent and structuring an advanced hiring process have been quite challenging in recent times. But the struggle does not end there. The major task comes after that. The retention of the talent is one of the crucial needs for businesses to succeed and achieve their goals in the long run. But now days, just a fat pay check and a higher designation are not enough to interest a candidate into the selection process. There are lot more benefits which are often looked upon by them. Hence, there are some top retention policies followed by brands for maintaining an effective workforce.

  • We all know that first impression counts. This holds well in both ways, for the new employee as well as the employer. The on boarding process is the initial step which strikes the first impression of the employer for the candidate. Instead of plain old documentation and program briefing, a proper introduction to the work culture and the team with which the resource will work, is a good way to create a perfect image. A mentorship program associated with it is also helpful as it aids in clearing out initial doubts regarding the job role and functionalities.
  • Corporate culture is the second most important initiative in this regard. The compensation system should be logical and at par with industry standards. If proper compensation levels are maintained, it creates a positive image in the market and industry that attracts and retains talent. Rewards and recognition also forms a significant portion of this initiative as it builds up motivation and trust. Apart from monetary matters, provision for work life balance and a creative work environment goes a long way towards retaining talent.
  • Employee communication is crucial towards maintaining a healthy relationship between the workforce and the management. Communication between the team members as well as other teams helps in effective knowledge sharing which improves productivity to a great extent. A proper feedback system which helps in putting forth employee suggestion to the management and a systematic revert back from the authorities creates a positive and well informed work culture. It helps the employees to understand the company growth in relation to their own career growth.
  • The last initiative is more inclined towards research of problematic areas. The HR segment should evaluate the retention strategies by monitoring the work culture, training and development sessions and other work environment related segments. This helps in identifying the areas of concern or lacking which can be fixed with proper measures.

The retention policies are a part of going process that need to be updated with passing time and changing trends as the need for employment changes frequently in recent times.

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Recruitment Engineering Evolves As A Scientific Process

recruitment-engineering-evolves

Traditional recruitment process was primarily dependent on the experience of hiring professionals and gut feeling. But with time it proved to be inadequate for quality hires as the need for the organizations and corporate environment evolved drastically within a short span of time. Hence the recruitment engineering has remodelled itself as a scientific process that requires analysis and evaluation. Manpower consultancy firms stand by this fact and there are certain factors that prove this new structuring.

  • When there raises a need for hiring, a job description is prepared according to the need for the position. The traditional style of job description might have been adequate in the past but in recent times, the way job description conveys necessary information about the profile determines the flow of applications. For example, the choice of words is sometimes influential towards applications from male or female candidates. It has also been observed that male candidates apply for a job when 60% of the criteria meet according to their need. This percentage increases significantly in case of female candidates. So it is obvious that female applicants are pickier in this case. Study reveals that a company is likely to benefit from increased applications if it reveals the number of applicants statistics. Also personalized emails influence the application decisions in many cases. So the above deductions prove that recruitment is not just about intuitions, there is logical findings and analysis associated with the process.
  • The second scientific approach towards this process comes in the resume assessment and interview optimization methods. No matter how much any organization denies gender biasness still prevails in certain areas of recruitment. Male applicants are still preferred over female candidates in certain positions in terms of compensation, performance evaluation as well as promotions. Recruitment engineering has been effective towards reducing this impact to a notable level. It has influenced structured interview process that consists of well organized questions which is significant towards eradicating this bias. It helps in analyzing the entire information palette so as to assess the candidate in a complete manner without gender biasness.
  • Lastly people analytics has revolutionized the science of recruitment. Previously the recruitment process was restricted to resume analysis and interview performance. But now there are multi layered aspects to the selection process. In addition to the technical skill assessment, certain tests like Lego tests and opinion testing in terms of problem solving brings out the professional behavioural pattern of the candidate. This showcases the attitude towards work and fellow team members along with the ability to fit in the company work culture. In certain cases in can also be used to identify potential leaders who can be groomed in later years to take up decision making roles for company growth.

Recruitment engineering has been a widely accepted science in the corporate environment. Companies and recruitment agencies look in to this aspect with a more analytical viewpoint in recent times. With this progress it is anticipated to make further advancements in near future.