From finding qualified candidates to handling organizational changes, HR departments have their hands full on a day to day basis. But what keeps the average HR professional up at night? A recent study showed that in the next six months 31% of HR managers cite “maintaining employee productivity and morale” as the leader and “dealing with healthcare costs and new legislation” at a close second with 26%. More surprising than the majority is what the polled aren’t worried about: Retaining top performers (with a measly 13% of the vote). Maybe none of them read this article: Retaining a Workforce That Wants to Quit.
Nonetheless, in an effort to ease the minds of the combined 44% concerned about engaging and retaining talent, we’ve put together these 6 essentials for success:
- Develop an Employment Brand
Strategically develop a cohesive employment brand reflecting your organization’s vision for the future and long term talent management needs.
- Maintain a Robust Pipeline
Effective pipelines are composed of qualified candidates ready to work at a moment’s notice. Ideally, pipelined candidates have already been screened or interviewed and your recruiters are waiting to match them with the ideal job opening.
- Strive for an Ongoing Dialogue with Candidates
Develop a cohesive CRM program to engage your pipelined candidates and strengthen your employment brand.
To increase employee engagement levels, strive to create a working environment where training, skill transferal and knowledge sharing are encouraged.
A compensation system is not one size fits all; rather rewards systems are best crafted around employees’ intrinsic motivators.
- Open line of Communication
Utilize Employee Engagement Surveys to gain a deeper understanding of your workforce’s career expectations and overarching goals.
Looking for more information about Engaging and Retaining Top Talent? Check out our complimentary White Paper!