Finding the right talent can be time-consuming, and let’s face it – not exactly what you want to be doing when your plate is piled with many other obligations. But we both know that in order to have a successful business model, you must have the right people in place. This can take weeks if not months, and even when you find a candidate, who’s to say they are the right person for the role. If you’re stuck in the same boat throughout your recruiting process, we’ve compiled 3 red flags to look for when analyzing your strategies.
High Turnover Rate.
If you’re not hiring the right people from the start, this can contribute to employees jumping ship much quicker than you planned for. When hiring it’s important to really dig into expectations on both ends and discuss timelines and future goals. If you are looking for someone to grow with the company, make sure you express that from the start and offer the employee incentives for growth. Most employees feel “stagnant” over time and don’t see an opportunity to grow or work towards the next step in their career, hence encouraging them to start looking elsewhere. It’s also majorly important to do check-ins with your team – how is the workplace environment? Do your employees feel valued? Empowered to do their job? All of these matter when it comes to retention.
Empty or Near Empty Pipeline.
When building out your pipeline, we suggest making sure your brand is on point and ready to attract the attention of the right candidates. Your social media accounts/website and existing employees are a direct line of the way new candidates will view the company. One major key to filling your pipeline is building a referral program (for example, we have one in place – we pay out referral bucks when a candidate is sent our way and placed!) Whether your company gives out a referral bonus, a shoutout at the next team meeting, or just making sure their support is reflected in their next performance review, this will show how much value you place on finding amazing people to join your team.
Increase in Rejected Offers.
You found the perfect candidate, offered the position, and boom – they’ve rejected your offer letter. There could be a few reasons as to why – while a fast process for hiring is ideal, even speed can’t secure highly qualified candidates. Treating your candidates like a person rather than a number can go a long way – keeping them updated throughout the hiring process is a must. Use your offer letter to highlight the key indicators as to why the candidate should want to join the team and what sets your company apart from the others. Include employee perks, rewards, benefits, and your culture to close the deal.
Conclusion:
Are you facing any of these challenges or do any of these sound familiar to you? We know the struggle and that’s why we do what we do. We have mastered the systems and created a well-oiled machine to help you in the recruiting process from start to finish.
