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Can your recruitment process future proof your staff turnover?

Most of us are familiar with the concept of future proofing from a technology perspective. When we look at the future growth, performance and strategy of an organisation, though, it needs more than shiny tech. Your human workforce are hugely important, and if you have a high turnover of staff your business will suffer. We look at the strategies and culture that will help you to future proof your staff turnover. Because it doesn’t start on day 1 of employment, it starts with your recruitment process. 

Understanding staff retention

There are a huge number of benefits to retaining staff long term. A happy, fulfilled workforce is a more productive one. In addition, the accumulated knowledge and experience that a retained workforce brings can ease processes and improve strategy. As long as they are the right people!

Organisation culture

Matching your organisation culture with your future workforce happens during recruitment. Of course, organisation culture changes and evolves. So it is also incredibly important to have an HR team who can instil the correct values and manage cultural change successfully.

Different motivations

Humans differ in what keeps them motivated at work. For some it’s the workplace environment, and for others it’s cold hard cash. Alternatively, some are driven by progression and growth. Good staff are retained when an organisation gets to know these different motivations and offers flexibility in how they meet them.  

Onboarding

Having an onboarding process is a generally accepted method of engaging new starters within the values of an organisation. This must begin at the recruitment stage, though. Set up and maintain the tone and outlook of your organisation within your communication. 

How to find staff who stay

There’s no magic formula for keeping staff – humans are not robots and life is unpredictable. Organisations can, however, take some key steps to maintaining a work environment which reduces staff turnover. These aims are the focus of your HR team, so understanding them is key when recruiting those members of your business.  

Start at the beginning

Take time to plan out the very basics of a vacancy. Even if means starting from scratch. Job roles evolve so don’t fall into the trap of regurgitating an old job description that doesn’t quite fit. What does the role really entail and what kind of character will fit into the team? An accurate job description and person specification means that you’re more likely to see appropriate people at interview stage. 

Source the right candidates

Once you have the tools to accurately communicate your vacancy, it’s important to access a good quality pool of candidates. This is where you really can’t beat specialist recruitment services. With a database of good people and existing relationships with great candidates, services like HR Talent will streamline this part for you. 

Honest dialogue

At interview stage, be frank about the role and your expectations. If your organisation doesn’t feel right for a potential candidate then it’s best that they don’t start, no matter how perfect they appeared on paper. It’s likely that you’ll be refilling the vacancy before long if both parties aren’t upfront.

Match making

The type of cultural matchmaking that exists between organisation and candidate is something that we at HR Talent are expert in. As HR people ourselves, we know how important it is to match values as well as skillsets. Get this match right, and you’ll reap the benefits by reducing future staff turnover.

Future proof HR Strategy

HR strategy covers a wide remit. Recruitment and staff retention is only part of this. However, since any strategy is many faceted and interlinked, changes to one element will have a knock on effect on another. Indeed, it’s clear to see why recruiting top HR talent as part of your HR strategy will influence staff retention across the organisation. 

Your HR team

From HR Director to HR Manager and HR Advisor, this team devises and implements both overarching and targeted HR strategies. They’ll ensure that your recruitment is productive. This is why it’s worth investing in getting the best team possible for your organisation.  

Talent pipeline

Of course, people do leave organisations. Sometimes there’s nothing that you can do about it. It could come down to personal changes, circumstances, or simply a life re-evaluation. An HR strategy should include a plan for minimising disruption should this occur. Especially for key members of leadership teams. 

Current skillsets

Managing and identifying existing skillsets within an organisation is a key part of future proof strategy. By understanding how an organisation’s existing skills can be supported or enhanced through filling a vacancy is a key way to refine that recruitment process and ensure that the right candidate is selected. 

Training 

As one of the key motivators in the workplace, ensuring supply and access to productive training is a key part of your HR team’s remit. Don’t forget to support the HR team themselves here, though. Their skills are as important to develop and grow in order to best support the organisation. Otherwise you may find yourself re-recruiting your HR team! 

Evolution

Both recruitment processes and HR strategy should be continuously evolving. With every recruitment, seek feedback from the process and result. What worked for your organisation last year might not be the best approach this year. As recruitment specialists, we understand how different approaches work. We also know how important strategic ability is when recruiting your next HR decision maker.

When we remember that recruitment is a two way process, we can understand why this is so important in the long term retention of a workforce. Your staff need to choose your organisation as much as you have chosen them. So it follows that the recruitment of your HR team impacts future staff retention. By managing your HR recruitment process, we ensure that your business is matched with the best talent that chimes with your organisation values. We’ll support you during the process so that both the candidates and your organisation have a positive experience that is the root of future proofing your staff turnover.