toptalentsummit

Most of us would agree to a certain extent that recruiting and the entire talent acquisition process can play a role in employee retention. I would say that this has never been more true. The obstacle may be trying to convince the rest of the stakeholders, managers, colleagues, etc.

To me, everything is connected and every single step in the recruiting process plays a role in how that potential employee will succeed and remain with the organization.

There are always other factors involved, of course. Nothing is ever perfect and unexpected things always come up. That being said, I try to ensure I am doing as much as possible to make the candidate experience a positive one, and down the road I know it leads to better retention.

I am representing the company, the brand and of course myself and my department. Every step of the way I keep this in mind and put myself in the shoes of the candidate. 

I always keep in mind that with social media and websites like Glassdoor, feedback and opinions can go viral immediately. These posts or ratings play a huge factor in attracting new candidates, but can also affect current employees perception. 

I know what you’re thinking. This makes sense, but it’s not always possible and/or there is just no time. Where you can really help with the retention the most as a recruiter is after the candidate has signed their offer letter and has become a new employee.

I can play a big role in easing their integration and training, for example:

  • The First Day

What does a recruiter have to do with this? Depending on how the company does the orientation process the recruiter may be the one giving an initial orientation or coordinating some parts of it. No matter how I am involved, I make sure that the employee knows when to arrive, where to park, who to ask for and then is not made to wait too long before the person is greeted. Would you want to sit awkwardly at reception waiting around when you are a new employee while the person that’s supposed to greet you is late? Not a good impression.

  • Onboarding and Orientation

Once again, recruiters may not be the people to sit with the employee to go over any new hire paperwork like for payroll, benefits, waivers, IT access, etc. Even if it’s not the case, I ensure that before they come in on day one, they were made aware of any items needed to bring. If it’s all collected prior to the first day, even better, but I still follow-up. If they have any questions or problems, it’s good to be available to answer them right away or help guide them to the right people. 

  • Training

At this stage my work is done unless the employee is a new recruiter. I usually won’t be involved in any training, so what can I do to help? You would be surprised. I speak with the hiring manager when I can to see if I can help with the initial training. As a member of the HR team I may have access to previous training plans to guide the manager. Or I can provide assistance with other forms and paperwork.

  • Lunch

It may seem really bizarre, but lunch on the first day can be an issue. New employees can’t guess if there are refrigerators, microwaves, a cafeteria, etc. I try to let them know before their first day so they know what to bring. Not everyone likes to dine out for lunch and may not be able to afford it or have the time. I typically encourage the manager to take the employee out on their first day with the team and ask if I can join. That makes a really nice impression. 

  • After the first day and moving forward

Obviously there are limitations on how much more I can do. At this point, I like to be someone the employee can come to with questions and/or problems. Also I try to make sure they are integrating well and included in future lunches, gatherings, etc. These may seem like superficial things, but if they see how much I care and want to help, they may end up feeling more confident and empowered moving forward.

So does all this extra work always make a difference? Of course not. However if it can play a role and help with just one employee who uses this to begin their long and prosperous career, not only did I play a role in that, I enriched my organization because of the value added by this person, and I also helped ME, since retention means not have to recruit again soon for the same role.

By setting an example, being a leader and facilitating this very important process which may lead to increased retention,  I am also improving my skill set and helping myself grow within the organization.

What do you think? Share this article if you agree.

Get Talent Acquisition & Retention Insights. Every Thursday. (For FREE!)

Leave a Comment