Employee loyalty is a valuable asset for any business, especially in a competitive market. Loyal employees are more productive, engaged, and committed to the company's goals and vision. But how can you foster loyalty among your staff, especially during the hiring process? Here are some tips to help you attract and retain loyal employees from the start.
One of the first steps to increase employee loyalty is to communicate your value proposition clearly and compellingly. Your value proposition is what sets you apart from other employers and what makes your company a great place to work. It should include your mission, vision, culture, benefits, and opportunities for growth and development. By articulating your value proposition, you can attract candidates who share your values and vision, and who are more likely to stay loyal to your company.
Most companies will tout their list of benefits, but it's important to identify those things that distinguish your company from other organizations. Consider things like mobility and mentorship programs which are frequently not discussed during hiring but can actually add significant value.
Another way to increase employee loyalty is to provide a positive and transparent candidate experience throughout the hiring process. This means being respectful, responsive, and honest with your candidates, and giving them feedback and updates on their status. It also means being clear about your expectations, requirements, and goals, and providing them with realistic information about the job and the company. By providing a positive and transparent candidate experience, you can build trust and rapport with your candidates, and show them that you care about them as individuals and not just as potential hires.
Communicate expectations and communicate often. If automated messages are used, make them personalized using AI or other built in ATS tools to minimize the impersonal feeling they give. Have recruiters do a friendly check-in if the candidate passes the initial screening. It's amazing how many good candidates are left in the dark even when they are still under consideration. And for those silver medal candidates that would actually be a great fit for another role or a similar role in the future, let them know personally.
The candidate experience is in many ways the first step in the onboarding process. Executive search recruiters have a HUGE opportunity to make the experience positive for candidates. Here are a few things I do: 1) Call all candidates to share the outcome of interviews (not by email). Just sending an email is not respectful to someone who took the time to prepare for and take part in an interview. 2) Give feedback. I will share why the process is ending for them if that is the outcome. I am careful now to only give feedback if they want the feedback (lessons learned there). 3) Keep the door open. Candidates share a lot during interviews; I let them to know they can consider me part of their network.
A third way to increase employee loyalty is to involve your current employees in the hiring process. This can include asking them for referrals, inviting them to join the interview panel, or having them share their experiences and insights with the candidates. By involving your current employees, you can showcase your company culture, values, and achievements, and demonstrate how your employees are engaged and empowered. You can also create a sense of belonging and community among your staff, and make them feel valued and appreciated for their contributions.
Use an ambassador network to connect new hires in the final interview stages with employees to discuss their experiences at the company. It's good to include members of the team the employee will be working on. This creates early connections and reduces the likelihood of drop-outs. It can also provide an early warning sign if no one is willing to speak to candidates if no employees are willing to connect with them before hiring.
A fourth way to increase employee loyalty is to align your hiring decisions with your company culture. This means hiring candidates who fit well with your company's values, norms, and behaviors, and who can contribute to your company's success and growth. It also means avoiding hiring candidates who may clash with your company culture, or who may have different expectations or motivations. By aligning your hiring decisions with your company culture, you can ensure that your new hires are compatible and comfortable with your company, and that they are more likely to stay loyal and engaged.
A fifth way to increase employee loyalty is to onboard your new hires effectively and efficiently. This means providing them with the necessary training, tools, and resources to perform their job well, and introducing them to their team, manager, and mentors. It also means setting clear and realistic goals and expectations, and providing them with regular feedback and support. By onboarding your new hires effectively and efficiently, you can help them adapt and integrate quickly and smoothly, and make them feel confident and competent in their role.
Be sure to establish a mentoring or 'onboarding buddy' program to support new hires through their first 90-180 days. New employees need someone besides their boss to connect with.
A sixth way to increase employee loyalty is to recognize and reward your loyal employees. This means acknowledging and appreciating their efforts, achievements, and contributions, and providing them with incentives and opportunities for growth and development. It also means soliciting and listening to their feedback, suggestions, and concerns, and involving them in decision-making and problem-solving. By recognizing and rewarding your loyal employees, you can boost their morale, motivation, and satisfaction, and make them feel valued and respected for their work.