The most important challenge today for HR professionals is to recruit and keep good employees
Possibly the most important challenge today for HR professionals is to recruit and retain good employees. Although many of the guidelines and tactics employed to achieve these goals will be industry and sector specific, some basic ideas apply to most companies. The following can be considered:
COMPANY STRUCTURE
1. ADJUST THE CORPORATE HIERARCHY
Quick internal promotion can help keep your employees and is also a clear reason to stay.
2. DEVELOP A FLEXIBLE FORMAL AND WRITTEN SCHEDULE PROGRAM
If your company has started offering flexible hours for some types of employees, make sure that this policy is formalized for each department, division and job position.
3. IMPROVE THE EFFECTIVENESS OF YOUR EMPLOYEES
Is your company making the most of its technology investments? If you have not participated in productivity conversations and meetings with your company's IT staff, this is a good time to start. Try to understand as much as possible about your company's software and system capabilities, then department and section heads can help take advantage of resources.
Why should HR professionals get involved in this issue ?
Simply because it adds value to the human resources function and the company in general, helping all the departments of the company to adapt to a lack of personnel and improving productivity through technology. At the same time, the appeal of your company as an employer increases to each new generation of young graduates with an interest in new technologies.
SELECTION AND INCORPORATION
1. CAPTURE OF THE COMPETITION
Although you may feel morally against recruiting your competitors, more and more companies are taking advantage of the use of "headhunters" to do so.
2. MAINTAIN CONTACT WITH FORMER EMPLOYEES
People who have left your company may give references to third parties and in some cases wish to return to the company after a season. It is advisable to have a program to track ex-employees between 6 months and a year and a half after their departure. Conduct exit interviews with employees leaving the company to learn about problems that can be solved immediately.
3. BE REALISTIC
In other words, be prepared to accept people whose skills and abilities are less extensive than a few years ago, and be willing to select people with developmental potential.
4. REWARD FOR REFERENCES
Give bonuses to people who recommend new employees and pay these bonuses on the spot, not after six months and / or an evaluation period.
5. CREATE MORE OPPORTUNITIES IN PART TIME
According to your company, this option may be the answer to the lack of people. It can also help reduce social costs.
6. RECRUIT EVEN WHEN YOU HAVE NO NEEDS
This is good common sense in a competitive market.
7. OFFER PRACTICES
In addition to getting "cheap" staff is a way to test before offering a permanent position. If your company can use fellows, you and other managers should maintain an ongoing dialogue with them.
In addition, you have to try to give them enough work to really experience what their company is like. Finally, a specific training program for fellows will help.
8. USE THE INTERNET
Your web pages may be the source of candidates today, especially if your employees are in their twenties. In addition to including advertisements for job offers, it is advisable to keep the information on the web up to date since many people are using the Internet to inform themselves of potential employer companies.
9. RETAIN SEARCH AND SELECTION CONSULTANTS
Maintaining a close relationship with "headhunters" will ensure the continuous search for the desired profiles.
10. LINK YOUR COMPANY'S WEB PAGES WITH UNIVERSITIES AND BUSINESS SCHOOLS
Many schools are willing to do it. Thus, potential candidates access their information more conveniently and quickly.
11. COMMUNICATE
Employees who know what's going on in their department and the company tend to be happier, and happy employees stay longer. Some of the ways to keep your staff informed include "mentor" programs, evaluation systems, "feedback" and internal newsletters.
12. KEEP THE STANDARD HIGH
You have to maintain quality even if you suffer from a lack of employees. Aside from the obvious reasons, it also demoralizes the template.
13. EXTINGUISHING INTERNAL POLICY
14. KEEP PACKAGES OF PLUSES
You should keep them as competitive as possible.
15. TRAINING
Especially with young people. There is no way to offer too much training.
16. GIVE GUIDANCE
Provide the staff with the tools and information necessary to carry out their work.
17. RESPOND TO QUALITY OF LIFE NEEDS / CONCERNS
You will not be able to fix everything, but with the information collected, try to improve the environment so that it is more pleasant for everyone.
