Love the Ones You're with

This probably seems a bit counterintuitive from a Recruiter, but in my view the best hiring strategies start with retaining your best people. Easier said than done in today's market. Your competitors want your best people, all the time, so what can you do to protect your best people in the business?

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Easier said than done, but hiring the right people with the right skills who fit your culture will make it easier to retain them.

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I've spoken a lot about onboarding previously. It starts from the moment a job offer is accepted. What is important to focus on is the first 100 days of employment. Think about the training, mentoring and preparation someone will need to settle them in early. Also think about giving them plenty of regular feedback and reviews.

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No one is that brilliant that they can know what to do before being told how to do it. Everyone should be crystal clear on what's expected then they can work towards it.

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I have to be honest – I've not seen many people leave a business that is providing them a variety of career development opportunities. One important thing to say on this is they can't be abstract. You need to be talking to employees about what this looks like for THEM on a regular basis and the steps they need to make to get there.

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This is something many businesses are terrible at. Even if something bad or challenging is happening in the business it's ALWAYS better to communicate. If you say nothing, the void is usually filled with office gossip and wild speculation which are often far worse than the actual situation really is. Treat your people like adults. Tell them about what's happening - it affects them as well.

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Money is rarely the sole reason someone leaves, but you should absolutely strive to pay above the market. Furthermore, people shouldn't have to come to you 'cap in hand' for rises. You should recognise what they're doing and reward accordingly.

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It's important to recognise everyone here. From big project wins to your day-release QS getting a 2:1 degree to people's personal achievements outside of work. Everyone likes a pat on the back and to hear 'well done.'

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Sometimes we all need to pitch in and do the extra to get things over the line. Most people accept this. Expecting the extra as the norm or minimum standard, however, isn't reasonable and people will vote with their feet.

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I've not spoken to many employees who are desperate to leave when they're getting great training and coaching. It's your responsibility to create the conditions for people to be successful.

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People need to know where they are - they aren't psychic. Whether it's positive or if something needs improving this needs to be communicated.

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The right culture is a HUGE asset for any business. The wrong one will have people heading for the exits in droves.

Move on toxic people who make life hard for productive employees. You know who they are. Maybe it's time they changed, or you changed them, before you lose any more people because of them.

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Again, I've talked about this before. If you're serious about improving staff retention 'exit interviews' for employees who are leaving are a great source of learning. Leave your ego at the door. Why not use the opportunity to fix or improve things in the business?

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You should treat all your employees well. But your very best people need that extra bit of looking after. It's not just about money. It's about being really involved, having autonomy and knowing that they have a career path which is intrinsically linked to the success of the business.

Managers play a key role in every business. But very few businesses train their managers to manage. The saying goes people leave bosses not companies. And stats show the boss is the reason 1/3 of staff leave. Imagine how many people you'd keep by managing them better.

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So there you have it. A quick-fire guide to having to pay fewer recruitment fees. Don't thank me all at once. ? ?