How to Recruit Employees That Will Last at Your Company

Teresa Hanson Aug 31, 2023 Finding Employees


How to Recruit Employees That Will Last at Your Company
Finding the right employees is a top priority for businesses. Interestingly, stats show that nearly half of the hires coming from referrals tend to stay with a company for over four years. In contrast, only about a quarter of those hired from job boards have the same loyalty.
This difference highlights the importance of not just hiring, but hiring wisely. But remember, the real challenge often starts after the hiring process. So, what can companies like yours do to ensure you're bringing on board individuals who are in it for the long haul and remain engaged post-hire?

Related Read: 4 Reasons "Post & Pray" Recruiting Won't Work in 2023

The hiring process doesn't end once a job offer is accepted. In fact, that's just the beginning. The post-recruitment phase, encompassing onboarding, integration, and continuous engagement, is where the real journey begins. How well a new hire aligns with the company's values, their engagement with their role and their connection with their colleagues can greatly influence their tenure. In today's fast-paced job market, where changing jobs has become more common, it's crucial for companies to not only attract top talent but also create an environment where they want to stay. This requires a holistic approach, encompassing everything from the initial job posting to continuous engagement and growth opportunities. To ensure employees not only join but also thrive and stay long-term, we need to look beyond traditional recruitment methods and into the heart of what truly makes an employee commit.

1. Understand the Candidate's Track Record

While a candidate's resume provides a snapshot of their qualifications, it's their track record that offers deeper insights into their potential longevity with a company. But post-hire, how they align with the company's culture and values becomes even more critical. Does the candidate resonate with the company's values, mission, and vision? Past experiences, interactions with previous employers, and feedback from references can offer invaluable insights into a candidate's compatibility with your organizational culture and their potential for long-term commitment.

2. Identify Quality Beyond Qualifications

When we talk about hiring, it's easy to get caught up in qualifications. But post-recruitment, it's their adaptability, resilience, and interpersonal skills that often determine their longevity with the company. Think about it: How well can they adapt to change or handle tough situations? And let's not forget about those all-important soft skills. How someone communicates or works in a team can be just as crucial as their technical know-how in ensuring they remain a valuable asset in the long run.

3. Embrace Remote Work Flexibility

The COVID-19 pandemic undeniably shifted our work habits. Offering remote roles means continuous engagement strategies become even more crucial. Many employees view this flexibility as a major perk, allowing them a better work-life balance. To make this work, companies need to provide the necessary tools for seamless work, training tailored to these flexible models, and ensure that all employees, whether they're at home or in the office, feel integrated and valued.

4. Focus on What Comes After the Hire

Recruiting and hiring the right candidate is just the beginning; the real magic (and sometimes challenge) is in what comes after your new hire is onboarded; in those first 30-,60-, 90 days of training and beyond. Regular recognition, whether through feedback or awards, instills a sense of value and motivation. But it's not just about accolades. Employees need to envision a future with the company, and a clear path for career progression provides just that. Additionally, in a rapidly evolving world, opportunities for continuous learning and skill enhancement are paramount to keeping an employee engaged.

5. Set Clear Objectives for Long-Term Retention

When setting the stage for long-term employee retention, think of it as preparing for a standout performance. The key is having a clear script, or in this case, well-defined objectives. Transparency takes center stage; being upfront about roles, responsibilities, and expectations establishes a foundation of trust. And the onboarding process? It's a pivotal moment, setting the tone for an employee's journey with your company. A thorough and supportive introduction ensures they feel integrated from the get-go. With these strategies in place, you're positioning your company for sustained success in employee retention.

In the world of recruitment, it's easy to get caught up in the numbers and metrics. But at its core, recruitment is about people. It's about understanding what drives an individual, what they're passionate about, and where they see themselves in the future. When we take the time to truly connect with potential hires, we're doing more than just filling a position; we're investing in the future of our organization. It's about creating an environment where employees don't just come to work but feel a sense of belonging and purpose. This deeper connection ensures that they're not only committed to their roles but are also enthusiastic contributors to the company's overarching goals.

The world of recruitment is ever-evolving, and staying ahead can be a challenge. But here's a thought: why go at it alone? At Recourse Communications, Inc., we blend tried-and-true methods with innovative insights. Ready to transform your hiring process? Reach out to one of our experts, and let's embark on this journey together.Find the Talent You Need