How you can help avoid hires who will quickly leave your company


As life returns to normal, employers have the opportunity to increase their chances of recruiting new employees by posting clearer job descriptions that emphasize flexibility and helping new workers feel confident. welcome.

The advice from recruitment experts comes at a time when companies are facing higher turnover rates in light of the pandemic.

“In most cases, we find that people leave their jobs because of their boss or their inability to do their best,” said Brenda Gilchrist, co-founder and partner of The HR Matrix, a resource consulting firm based in Santa Rosa.

When an employee leaves a company, she noted, it’s important for employers to avoid the impulse to quickly find someone new.

“We’re warning employers not to just plug a hole,” Gilchrist said. “We regularly come across poorly done hires, which will lead to turnover one way or another.”

Employers can help themselves by writing job postings that accurately represent the needs of the business, she said, adding that how the job is described is key.

“We often see jobs filled with mismatched core functions or mismatched job titles that don’t match the actual duties,” Gilchrist said.

Once employees are hired, companies can increase their chances of retaining them by improving the onboarding experience, according to a recent article from the Society of Human Resource Management.

Jennifer Shapley, vice president of global talent acquisition at LinkedIn, told SHRM that companies “should consider refreshing onboarding materials… The world has changed and recruiters need to be aware of the latest changes in the industry. organization in order to prepare the right message”.

An effective onboarding process must also incorporate a digital component.

“When hiring remote employees, think about how you’ll make them feel welcome, supported, and part of a team they may never meet in person,” said Sarah Cush, Regional Director of global talent solutions company Robert Half. “Invest in the right technology to support effective communication and collaboration. Which business process will be impacted? Anticipate issues, adjust workflows, and ensure everyone has access to the resources they need.

Further on the remote front, SHRM reported that a LinkedIn survey found an 83% increase in job postings mentioning flexibility in 2021 compared to 2019.

“Where possible, we agree it’s important to mention flexibility and/or remote work options, if the business can accommodate that,” Gilchrist said. “We encourage our clients to consider creative recruitment models such as job sharing, reduced work hours, creative work designs that minimize the time required for one person, and automation where appropriate.”

Additionally, employers are beefing up their benefits, especially in light of the pandemic.

“Medical leave (and) sick leave has become a big concern and focal point due to COVID-19,” Cush said. “Benefits are a top concern for workers, so HR or staffing professionals need to make sure their benefits are up to par and competitive to attract people.”

Cheryl Sarfaty covers tourism, hospitality, healthcare and education. She previously worked for a Gannett daily in New Jersey and for NJBIZ, the state’s business newspaper. Cheryl has freelanced for business journals in Sacramento, Silicon Valley, San Francisco and Lehigh Valley, PA. She holds a bachelor’s degree in journalism from California State University, Northridge. Reach her at [email protected] or 707-521-4259.


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