The hope is that you can use it to recruit great new people while focusing on retaining your best talent. That means focusing on recruiting and retaining strategies that really work. Turn around and focus on retention first, then recruiting. If you can retain your employees, you will have less work to do to hire new ones.

And remember that recruiting well also means fewer retention issues. Putting the right people in the right roles affects your retention in a way that a specialized program could never do.

Here are five ideas that will work.

1. Rent for potential, not experience

If you insist that all candidates have all the skills, you can get a very short list of candidates and at least hire someone whose skills could be out of date in a month. You should be looking for people with solid and versatile abilities and a willingness to learn new things.

Also, keep this in mind for a recruiting and retaining strategies. Often, companies don’t want to promote internally because they want someone in the position who can ‘take the first step’.

2. Stop outsourcing what you hire

Companies often reward these recruiters with higher bonuses if they can get a lower salary for a candidate. It sounds convenient, but in today’s high-revenue environment, saving $5,000 on business today could result in an extra $50,000 next year, if not more. In terms of recruitment and retention strategies, it’s not very effective in the long run.

Keep recruiting close to your company and you are likely to find suitable long-term candidates in your company, not just those with matching keywords.

3. Study your results and work accordingly

While it may not seem like a recruiting or retention technique, it will make you fix your processes. You won’t improve your retention or recruiting if you don’t know what works and what doesn’t. You must keep records of these matters.

4. Keep an eye on your competitors

You may think your salary is at the right level in the market because it was last year and you can hire very well. But it’s 2021, there’s a labor shortage everywhere and your candidates can cross the street and find fast-food jobs for $12 or more an hour.

Remember that your competitors who hire and retain people are not just the people who make and sell similar products and services. They also hire people who are similar to their employees. Every business needs an accountant and professional customer service. Don’t be fooled into thinking you don’t need to pay attention.

In addition to salary, people are looking for flexibility. Whether at home, in a hybrid situation, or on shifts that suit your lives, other companies offer. If you want to keep your employees and hire new ones, you need to keep pace.

5. Ask your employees questions

Do you know what makes your current employees happy? Do you know what makes them unhappy? Otherwise, you may be having problems with your retention numbers.

Before developing your programs, you need to know what your employees want and need. Some questions he recommends when conducting employee surveys are:

What are the most interesting and rewarding parts of your job?

What areas do you find most difficult now?

What are you doing to achieve your short-term and long-term goals?

Are there other projects, committees, or additional responsibilities that you would like to participate in?

Is there anything else you’re curious about that you haven’t been able to find out yet?

Now, if you’re not thinking about recruiting and retaining strategies, you should. Otherwise, big layoffs will affect your company and other companies will get their best employees. Don’t let this happen to you.