Wave a magic wand, and then say abracadabra!
Many companies believe that this is the best way to attract and retain talent. This is not to say that I can solve this long-standing, well-documented problem with a single article. These nine tips should help you and your company succeed.
Avoid overselling your role
Advertisements for team members can be very enthusiastic, with descriptions of exciting possibilities and opportunities to realize a dream. The job requirements will often require that the candidate has a prior understanding of the position. This approach has the disadvantage that in reality, the role or workplace may not match the idealized image.
Don’t lie about the truth
Recruitment must be clear when hiring someone who will face challenges in an organization. The job description should include words like demanding, complex, and challenging. But this is rarely done. When the job is distorted or candidates are misled, it can lead to a misunderstanding and an early exit.
Hire with absolute clarity
Tell the truth about your expectations and how much you expect candidates to make. Keep in mind that the employee will select you. Hiring the right candidate can have a marginal impact on the company, but a significant effect on the life of the employee. It is important that they are fully informed.
Talent is attracted by exceptional culture
We have discussed in previous articles how to develop the internal culture within a company by clearly communicating the mission, values and vision. If the company’s culture is strong and a priority, you will see it in all you do. Great people want to work with you.
Never overlook the importance of onboarding.
Prepare a detailed, comprehensive, and intensive plan so that employees who join your organization are guided through an organized program which will prepare them to do the job. Think:
The onboarding process should be comprehensive – create an outline for new members of the team and ensure they have accurate, clear job descriptions.
Many organizations rush to put the new member on board. It’s a serious mistake. Introduce them first to the culture of your company, to the people who will be working with you and to the products and systems that they’ll use.
Forget osmosis – learn in detail.
Assure that new members of the team are provided with a process which outlines exactly what they should do.
Check back
Evaluation is a key part of the onboarding process. Their strengths and growth areas should be explained right away. Tell them that your top priority is their development.
7-Succession Planning as Primary Activity
Tell the new recruiter about their growth potential. Introduce them to long-term team members and show them how they have grown.
Don’t fire and hire quickly
This method destroys companies. This is much more effective than hiring impulsively, developing intentionally, and firing indiscriminately. When you take care in hiring people, they will be of higher quality. If you offer new employees a development plan that allows them to grow from the very beginning, they won’t want to leave.
Think about fire prevention and not firefighting
You can invest time into growth and development by being open and honest with new employees, providing them a smooth onboarding, demonstrating your care, and giving them the opportunity to grow over time. It is better to invest time in growth and development than to waste it on emotional problems.
Remember:
Restaurants are run by systems and run by people.
Create awesome systems, and you will attract great talent!