‘Recruit to retain’ is the best advice that I give my clients. ‘Session Four’ of my Business Growth Accelerator Programme
focuses completely on how to improve your recruitment and retention but here’s a snapshot of advice that really works:
"Make it organic"
Recruit from your local community: use creative methods and embrace digital marketing. I have a team of excellent ‘Marketeers’ who I work with; Emma, Peter and Paul are the creative strategists behind the consultancy as well as my other companies.
"Level-up your communication and what you represent as a brand"
Ensure that you are effectively communicating your mission, vision and values so that your brand ethos speak for you. Make your ‘brand’ one that staff (past, present and future) are proud to be associated with.
"The power of education"
Educate the wider community. For example, within the landscape of domiciliary care, reinforcing the importance of social care and careers within the sector is so important. Reach out to schools, colleges, higher education providers and recruitment fairs but not the job centre. Believe it or not, you will be lucky if you glean more than 1% of prospective employees via that doorway.
"Emotional Intelligence"
Within any industry, give your time to the building of relationships and invest in the value of emotional intelligence. Have an effective onboarding protocol; understand your team and know what motivates and drives them. Create open lines of communication and invest in an ongoing dialogue with your people. Create a culture of well-being. It more vital now than it has ever been, so make sure it is on everyone's agenda.
"Trust"
Construct self-managed teams. This can increase staff trust whilst enabling them to hone their talents and focus on their primary areas of strength and interest. Again, within social care, especially, this management style can provide top-notch care when combined with a person-centred strategy.
"Exit right"
Spot the signs of leavers before they go but also understand why staff leave. Encourage all staff to engage with leaver surveys and/or exit interviews then use this knowledge to inform retention strategies.
"Plan"
Finally, ensure retention features prominently in your workforce planning: I can help you develop a strategy and you can help develop the right attitudes to retain staff.
Contact me today to find out more about how this can work for you.
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