It’s becoming more difficult than ever to find candidates to fill roles, and even more challenging to retain good talent.

When employees are happy, feel valued, and recognised, they will be happy to stay within your organisation. Generally, employees are loyal to the organisations they work for if they are treated fairly and generously. When retention levels are high, it makes the job of the recruiter much easier, and it allows them to focus on developing strategies. Recruiters are in a good position to be able to advise hiring managers on how to make their jobs more appealing and to ensure they retain the top talent in the organisation. These are some employee retention strategies you can use in 2021.

Competitive Salary and Benefits

Employees want to be paid competitively. If other companies are willing to offer better salaries and benefits, it would be difficult to say no. After all, your salary and benefits signify the value the organisation places on you. As a recruiter, it is worth checking what competitors are offering regularly. Competitive analysis is vital to ensure that you are offering the same or more than others in the same industry.

Selective Hiring

We’ve previously written about the importance of hiring the right person, and this is a factor that is key for retaining employees. If you ensure the candidate has appropriate skills and expertise, as well as being a good culture fit, it will make your life a lot easier down the line. If you are hiring quickly just to fill a vacant role, it is likely to be more costly in the future. You should always make sure that the person you hire fills all the necessary criteria. It may be worth investing in recruitment tech, such as an ATS to support your hiring needs. You can use an ATS to help filter relevant candidates using specific keywords, which not only ensures you are selecting the right people but will also save you a lot of time that you can use for other elements of the recruitment process.

Ensure Positive Brand

One of the jobs of a recruiter is to ensure that the company brand is positive. When employees have a good experience from the start of the recruitment process, they will be more likely to want to be loyal to the company. If the recruitment process is rocky, it sets everything off on the wrong footing, and it can be detrimental to the employee’s overall view of the company. A positive experience includes regular communication from the point of application to onboarding, ensuring the new employee is prepared with all the equipment they need and providing regular feedback.

Provide Development Opportunities

In most cases, employees don’t join an organisation to stay in the same position for years, they want to know that there are development opportunities. One way to do this is by introducing succession planning into the organisation to plan for your future needs. You can determine where the vacancies will arise, including new vacancies, potential leavers, those that are likely to retire, etc. You can then train your current employees to fill future roles, rather than constantly looking for new people. A CRM is an important recruitment tech investment to help with succession planning. It can help you identify top talent in your organisation using vital data.

Recruitment tech such as an ATS or CRM are important investments in your organisation as a recruiter, but you must choose the right one to suit your needs. 

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complimentary tech marketplace, to help you build the perfect recruitment tech stack for your business.

You can click here to register for Rectec Compare – and best of all, it’s completely free of charge.