The success of a recruiter is directly tied to the success of a new hire. When the new employee fits in well and completes the objectives, everyone wins. The more successful the employees that are hired are, the more the recruiter will be utilized in the future. That being said, there must be a strong partnership established between the company that is hiring, and the recruiter to ensure that top talent is retained. Revolving doors must be shut, and new employees must be given a road map to success.
Completing the Process:
Past articles have addressed attracting the right candidate and giving them a great experience during the interview and hiring process. Those two components can never be underestimated or ignored, but retaining talent is just as important if not more, as anything else. For instance, if a candidate seems great, has a top notch experience during the interview process, gets hired, and then fails, nothing good has been accomplished. In fact, the hiring company may look to a different recruiter to fill the newly open position. The steps should look like this:
How to Retain Top Talent:
Good and great companies retain top talent through a robust training and on-boarding system and through having thorough standard operating procedures. In other words, it is critical that there is structure and understanding for a new employee. Time must be invested in new employees during their orientation and training period to ensure they have full understanding of their job duties and expectations. Failure to provide that is a mark against the company, and will ultimately lead to an unhappy employee. All too often, companies through a new employee into the mix well before they are ready. The employee then spends a lot of time making mistakes, feeling uncomfortable and stressed, and may decide to leave. Recruiters must work with companies to ensure that this doesn’t happen.
It may seem that working to retain top talent is outside the purview of a recruiter. In fact, it may be argued that this responsibility falls directly on the hiring company and the employee. Many company/recruiter relationships work that way, but strong partnerships strive to ensure that new employees are successful. It’s what sets apart fair, from good and great.