How To Hire Employees Who Stay (Part 2) – Train them so they stay

(Recap last article) This is part 2 of the series where I list how you can ensure your employees stay. Usually it’s not them, it’s you and that’s a good thing, because that means you have some control over the revolving door.

In part 1, I focused on hiring the right people.

But poor hiring habits is just the beginning. Let’s look at how the problem starts to snowball. Even with less than perfect hires, you can still invest in your new employees to not only increase the potential for success, but most importantly, greatly reduce turn-over.

As Abraham Lincoln said, “Give me six hours to chop down a tree and I will spend the first four sharpening the axe.” Abraham Lincoln was referring to sharpening one’s skills before getting to work.  And what I’m saying is no training makes dull employees.

We already know that the recruitment industry is tough and no one comes in as an expert. I have yet to meet anyone who said they always wanted to be a recruiter. Everyone seems to have fallen into the industry.

So, for everyone the learning curve is steep. It does level out a bit, but it never flattens out. This is an industry where you can learn something new every day no matter how many years you work.

For this reason alone, training & development of employees is crucial and there are several ways it can help you keep your employees (and you) happy.

 

Fundamentals Training

Recruiting is full of complex rules (do’s and don’ts), processes and methodologies that are complicated daily by the human factor. No matter what professional experience or life story you have, there is very little to prepare you for the entire process.

The most effective and logical solution for success is training in the fundamentals of recruiting. A solid understanding of the entire process, the potential pitfalls (how to avoid them), tools of the trade, sourcing techniques, how to manage people and a multitude of other factors need to be understood at a basic level, before sitting at a desk to work.

Without basic training,” new-comers” to the industry are shooting in the dark on a daily basis. They may have senior team members to give them some guidance from time to time, but when it really comes down to it, they are on their own.

Companies who do not give their staff basic training, usually adopt a sink or swim model. They hire, cross their fingers, pray and wait to see if the new hire survives.

Sometimes this approach identifies “tough skinned” (not necessarily good) recruiters, but is also leaves a wake of burned out, discouraged, and completely frustrated recruiters who are now left with the choice of sticking it out or leaving the company.

If you multiply this scenario over the hundreds of recruitment companies in the hundreds of cities in North America, you will see how this can be a big problem. Some say, “No big deal, if they can’t take it they should leave.” If you look at it from the perspective of the candidates or clients, it is a big deal.

Recruiters are responsible, in varying degrees, for clients meeting their business goals. If the recruiter does not know how to do their job properly, they can significantly delay a hiring process or even create a negative outcome that can impact the client significantly.

Candidates, on the other hand, who trust an unqualified recruiter with their career are at risk for anything from a waste of time to a career setback. We have all heard the horror stories.

Therefore, investing in training new recruiters is the “axe sharpening” that keeps your employees happy, which keeps your clients and candidates happy as well.

 

Pairing up with a Mentor

Even if initial training is provided for new recruiters, having more senior recruiters act as mentors will continue to promote the training and assist with the day to day challenges. Mentors build stronger skills and encourage positive work habits in a lead by example model.

Pick senior team members who are respected by their peers and management for attributes you want to promote in your business. Picking a mentor based purely on their ability to generate revenue can be short sighted. Attributes such as hard working, ethical, organized and persistence aligned with the mentors ability to foster “smart work” from their experience will lead to continued success.

 

Upgrading or Skills Training

They have come so far, don’t let them down now. With several successful years in the industry, they know how to get it done, but there is always room for improvement. Keeping up with the latest sourcing tools, market trends and sales techniques will lead to greater success.

Provide opportunities for your team to participate in industry seminars. Budget for courses to sharpen your team’s skills’, earn industry certifications or even create a back-to-school policy that would financially support efforts towards an MBA.

Success comes in many forms. A higher level of job satisfaction will come from less negative surprises. Better performance will ultimately lead to an increase in personal income. More confidence will lead to career progress. And that spells a happy employee who will more likely stick around for the long term.

Be sure to check back later for Part 3 of this series on how to keep your staff, where I will  target employee engagement.

With over 20 years of experience, David Mandar has grown progressively through his career in Recruitment and Staffing. His in-depth knowledge of the recruitment process in both agency and corporate environments gives him the capability to assist employers with hires and candidates with career choices.

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