It wasn’t easy for Malathi, our client and an HR professional of a tier 2 firm, to let go of many of her good employees from her organisation. She failed to understand her employees puzzling behaviour and was subsequently devising new strategies to overcome this issue. Besides, no new candidates turned up to fill in the required vacancy.
Thus, in an attempt to solve this problem, not only did Malathi map her current hiring strategies, but she also focused her improvement efforts on reducing employee attrition. After several unsuccessful stints, she finally gave up and turned to talent experts for help.
After reviewing Malathi’s attempts, Han Digital talent consultants realised that she had neglected some of the crucial and most simple steps in the hiring process. Her new strategies only revolved around timeliness and clarity in company objectives.
But as talent experts, we suggested that the only method to reduce employee attrition was to thoroughly map the hiring process and focus her improvement efforts in 3 key areas that aren’t complex to fix and can make a huge impact in her hiring efforts.
· Applicant re-engagement
Employees, both internal and external, play a pivotal role in the development of an organisation. Their dissatisfaction at the workplace can be one of the many reasons for poor sales and growth in the company.
As understood earlier, Malathi’s strategies were unidirectional – which focused only on reducing attrition from the company’s viewpoint. Since a company constitutes of people, it is essential that whatever decisions are taken should be transactional – interpersonal. Therefore, in order to reduce attrition, it is a must to pay attention to employee benefits and preferences.
To begin with, one must build a healthy talent pool, so that it can be easier to find a candidate to fill in vacant positions.
A recent survey by Han Digital Solution of HR professionals found that:
§ At least 40% HR professionals do not re-engage applicants who were not offered a designated role.
§ 51% fail to focus on previous candidates because they are focusing on current candidates
§ Only a shocking 20% reach out to former candidates every six months
Just because an applicant did not get hired does not mean they are no longer interested in working for that organisation. By actively engaging and reaching out to past candidates in a great way to build a talent pool. It also reduces sourcing issues. An HR professional can follow through previously generated emails to candidates, assuring them they will keep their CVs on the record or let them know of any future opportunities with the company.
· Making communication more effective
Effective communication is all that takes to resolve the most complex of conflicts. It may sound redundant, but improving communication with employees – both external and internal can make an organisation a better place to work. Communication must be meaningful and simple. Any communication with an employee should be:
According to the best HR professionals in the industry, it is advised to make the experience of interacting with potential job-seekers and employees more personalised and personal. When cold calling an applicant, take the time to personalise the message and make them feel like the message is just for them.
Similarly, any changes within the company should be communicated to employees in a timely and efficient manner.
· Simplify the hiring process
A study on applicant behaviour conducted by Han Digital Solution states that at least 40% of applicants specified the capability to leave their contact information and apply later is very crucial to them.
57% of HR Professionals feel a lengthy, complex application procedure is important because it removes the chances of engaging with less serious applicants.
This could be true, but one could also risk losing highly talented or passive candidates.
54% of candidates claimed they have started a job application but not continued further because of the long and complex procedures involved.
Simplifying does not necessarily mean recreating the entire hiring process. Reviewing a few questions and offering flexibility in terms of choice to candidates can create a huge impact to the company.
Are you currently having troubles in your hiring process? We can help you develop strategies to overcome employee attrition. Our team at Han Digital is also expert in mapping and recruiting the best talent. To render our talent consulting services, write to us at firstname.lastname@example.org