Plan For Employee Retention.

Hi folks and welcome to a new month. I am super thrilled to be discussing the theme of gaining actionable insights into attracting and retaining top talent.

Today’s organizations in this challenging environment have to remain alert and adaptive to unforeseen events, such as external crises, which create increased uncertainty among their workforce and pose

immediate threats to organizations’ performance and viability. However, with the recent pandemic, organizations suddenly have to navigate through the unprecedented and find new solutions to the challenges arising across many areas of their operations.

Business leaders should develop proactive and creative recruitment and retention strategies that will enhance organizational growth and continuity. Unlike before, talent management in many organizations had traditionally revolved around interpersonal relationships or decision-making based on educated experience, rather than deep analysis. Strategizing around your talent pool provides human capital professionals and hiring managers, to position themselves as strategic partners, using analytically proven techniques, to recruit and retain top employees who drive superior values in companies. However, low unemployment rates and other workplace issues are creating major hurdles for employers that want to attract and retain top talent. Thus, HR professionals should collaborate with management to define the corporate culture and promote the company’s brand by creating short, engaging videos about the company and designing a vivid job description for a role. This will enable job seekers to gain insight into the corporate culture, and spur them to apply. In addition to this, other strategies can be implemented for attracting qualified candidates, which include the following:

• Incorporating artificial intelligence into the recruitment and hiring process.
• Developing an employment and personal reference check, which typically leads to higher retention rates.
• Using social media as a hiring tool.
• Increasing gender and ethnic diversity in the workforce (which generally leads to better performance for companies).
• Allowing for flexible work schedules.
• Retraining current workers instead of laying them off.
• Making positive contributions to the community (corporate social responsibility) and publicizing these activities.

At SKAIK Consulting, we found out that individuals are attracted to and selected by organizations whose work environments reflect the same values, cultures, and work ethics as the individual’s own important beliefs, values, and desires.

Based on these facts, employees who enter organizations where they fit usually flourish and experience heightened levels of satisfaction, engagement, and overall well-being, and vice versa. According to Siegel speaking at the Professionals in Human Resources Association, 2019 California HR Conference recommended many different approaches to help solve this problem of a misfit by:

• Developing formal employee-recognition programs.
• Asking employees for their feedback on specific problems at the company.
• Creating mentorship programs.
• Encouraging management to show appreciation to employees for their contributions and value addition.
• Training managers on how to give positive feedback to employees.
• Offering wellness programs to enhance the health and fitness of their staff.