How is recruitment responsible for employee retention?

Recruitment and employee retention are linked. That if they increase employee retention, they reduce the need to hire new staff.

Recruiters and HR leaders need to target hiring candidates that understand their roles and job descriptions, facilitate a smooth onboarding process and match the company culture so that their job satisfaction levels stay high.

Once the recruitment process brings in the right talent, a retention strategy of compensation and benefits, career development, employee well-being, flexible work models, positive work environment, etc. makes it possible to retain the talent.

 How do we improve talent acquisition and retention?

Evaluate your current process - Take stock of your current recruitment and/or talent acquisition processes. Once you have the information, you'll have a better idea of how your current processes are working and where they could improve.  

Streamline candidate experience - This involves the entire process of recruitment from the job description, job posting, and actual interview, to onboarding. This is important as the candidate experience reflects the company's culture to the candidates involved.

Recruit and promote internally - When an organization consistently seeks outside talent to fill internal roles, it can be discouraging to current employees. Many employees are looking to further their careers, and if they are allowed to do so at their current company, then they are much less likely to seek employment elsewhere.

Promote your employer brand - Employer branding is the reputation you have as an employer among your employees. Additionally, it's how you market your company to job seekers. An employer branding strategy allows you to control and positively change the dialogue surrounding our company to ensure high talent acquisition and retention.

Use data and feedback to your advantage - To understand if your recruitment, hiring, and retention efforts are having the desired effect, you will need to study data, feedback, and results as part of your recruitment process. This helps employers to monitor and drive action by showing how your people respond to critical initiatives. A big part of success is the ability to always be learning and improving, and that is especially true when trying to hire or retain employees. Knowing what works – and what doesn't – helps you focus on the future while being agile enough in the present to adjust to ongoing changes.

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