Better recruitment and employer branding

Talent retention starts with recruitment. Searching and employing the perfect candidate for the role is what initiates the rest of your strategies to keep your new employee happy and engaged for years to come. 

This starts with identifying what your ideal employee looks like, and which aspects of your company culture you’d like to emphasize when you’re searching for them.

Of course, this ties right into your employer brand that translates directly to the image of your company that you put out publicly for candidates to assess. 

Take a hard look at what your company has to offer in terms of culture, benefits, work-life balance, compensation, scheduling and location, etc. and come up with a profile for your team that you can present to aspiring employees that you want.

If you have a clear picture in your head of what types of employees you’re looking for, but your employer brand and pitch are not reaching targeted candidates, consider approaching policy makers in your company to take necessary actions to fill these in. Think about what your employees want, beyond salary and bonus, and structure your employer brand to meet those desires. Next step would be making targeted candidates aware of them.

Once you’ve gone through these preliminary steps of identifying your ideal employee, and formulating your employer brand, now it’s time to put it in front of the right people. That means all varieties of recruitment methods and brand marketing to get the word out about your company and vacant positions. If you’ve done a thorough job of getting to know your ideal employee, the right candidates should start to arrive.

But, getting targeted candidate’s attention is only the start of the process. The real work is in moving your pool of candidates through the recruitment funnel in order to find the perfect one. 

How you interview, communicate and generally treat your candidates can also have a big role in employee retention down the line. Candidates who feel that they were treated fairly and with respect will be much more likely to feel a sense of loyalty to the company if they are eventually hired. Recruitment, in that sense, is sowing the seeds for how your new employee will feel about the company for the long term.

The essence here is that employee retention starts with hiring the right employee in the first place. Without knowing who the right employee is, and aligning your brand with that person, it’s very difficult to hold onto an employee’s loyalty for the long haul.

Regards,

Nurul Jamaludin

#meaningfulhiringjourney

+6011 1688 8715