Recruiting and retention is a hot topic in the workplace today.  More than eighty million Americans have left their jobs since April of 2021 and replacing those employees has proven to be difficult in some circumstances. It is possible to find good talent, but it is important to build a positive employee experience, beginning with the recruiting process.  That experience will increase the organization’s chances of retaining that employee. A negative employee experience may increase the organization’s chances of losing the employee to another employer. Below are some ways to create a positive employee experience beginning with the recruiting process.

Writing and Posting a Thorough and Error-Free Job Description

Job descriptions must be thorough and clear. Applicants are reading job descriptions and asking specific questions about the duties and what “ a day in the life of” may look like at an organization.  Include phrases such as “Other duties as assigned,” but be prepared to discuss what those “other duties” may be during an employee’s tenure. The key is to be fully transparent with applicants. And since duties change from time to time, make certain to insert a footnote at the bottom of the job description that says that the job description is not all-inclusive and may change at the discretion of the employer. This allows the employer to make adjustments, as necessary.

Second, before posting a position, it is imperative to review the job description for grammatical and spelling errors. First impressions make a difference. Grammatical and spelling errors affect the organization’s brand.  It is important that the candidate feels good about the organization from the beginning of the recruiting process, and it is also important that the employer take pride in its posting.  And finally, while it is not required across all States in the U.S. yet, if the organization has done a thorough market analyses and is paying employees equitably, there is no harm in positing a salary range.

Nailing the Interview Process

During the interview process, it is important to share background information about the organization and the position. Share with the candidate why the position is vacant, timeframe for filling the position, and what stage the organization is in at the present time with respect to the recruiting process for that particular position. Share information about the leadership style of the manager to whom this person would report, the team, and what skills the organization is specifically looking for in a candidate.  Further, share information about the culture of the organization, the organization’s core values, and the organization’s commitment to diversity, equity, inclusion and belonging. And finally, the interviewer should not be shy about sharing why they came to the organization and more importantly, why they are still with the organization.

Onboarding

When onboarding a new employee, make certain all new hire paperwork is sent and received before the first day and the employee is set up and ready in all systems.  Prepare a new hire orientation schedule for new hires and send it electronically before their first day so that they know what to expect.  It does not have to be elaborate, but it should have the organization’s logo at the top, the employee’s ID number, phone number, and who to ask for upon arriving on the first day.  If the onboarding is virtual, Zoom, Teams, or Webex meeting links should be included in the schedule. Be thorough with introducing the new employee virtually or in person to their supervisor, team, and others.  Assign a peer buddy or mentor to the new employee.  And finally, make sure there is a thorough IT orientation so that the person understands fully how to navigate your system and understands the nuances with respect to creating, saving, printing, scanning, and sharing documents.

Taking the time to write and post a thorough and error-free job description speaks volumes. The interview process that follows is just as important.  It’s a “sell” and the place to talk about all of the wonderful things the organization has to offer and why a candidate should come to work at that organization.  And even if that candidate is not chosen or the candidate is offered the position and turns it down, if the candidate experiences a positive interaction with your organization, they may refer another prospective employee or client to your organization.  And finally, when an employee in onboarded at an organization, it is essential to make them feel welcome on their first day.  First impressions are critical.  

If you are interested in auditing your current practices and improving your employee experience, contact IntegriStar!