People are your best asset. To sustain a competitive advantage, companies must overcome the three common HR challenges of this year and beyond.
What type of person are you looking for? Set a clear person specification. When defining the person specification for your role, be clear and concise on the qualifications and skill set you are looking for to reduce the number of unsuitable applications.
Consider automated screening – If your role does require specific qualifications/skills consider setting up screening questionnaires – these will help you quickly identify candidates that do not meet the criteria needed.
Search your existing candidate/employee database first – As a starting point, consider using your Applicant Tracking System to search your existing candidate/employee database for any candidates (or employees!) that may be suitable for your vacancy.
Ongoing Training – Training is crucial for new hires to ensure they are familiar with your internal processes as well as with how to perform the duties of their role – but training shouldn’t stop there. As mentioned in thismanagement study guide, regularly review your employees training needs with the introduction of new technology, processes, responsibilities and career opportunities.
Recognition and reward – Recognising and rewarding your employees, whether with an incentive or by simply acknowledging and thanking them for a job well done will encourage repeat performances!
Set SMART goals for your employees – SMART goals are Specific, Measurable, Attainable, Realistic and Time-bound. Employees that clearly understand what is expected of them and how their achievements contribute to the wider organisational goals will naturally be more engaged in the workplace.
Ensure a clear focus on career development – It’s no secret that a lack of career progression and development is a key factor in why employees leave an organisation. Avoid this by encouraging managers to discuss and document career paths for their employees. Once defined, focus on how the employees can start to close the skill/competency gaps between their current role and their goal role through training, development plans or mentoring schemes.
Know who your leavers are, and why they left – Monitor the overall health of your organisation and address trends behind voluntary/involuntary loss of employees. Analyse the data to see if you need additional training resources, development plans or incentives to keep your top performing employees on board.
How often does your HR team measure its recruitment effectiveness?
Get The Top Ten Recruiting Metrics Every HR Professional Should Measure to learn more. Download ebook below