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In today’s competitive job market, attracting and retaining top talent is a crucial priority for organisations across all industries.
As executives focus on their core businesses and seek to engage and retain employees within a highly mobile workforce, it becomes increasingly important to deliver on promises made during the recruitment process. Promise-based employee fulfilment plays a significant role in long-term employee retention and can help companies capitalise on business opportunities outside their core competencies explains Chris Grimes, Sales Director at workforce management solutions company, Matrix.
During the recruitment process, it is essential for employers and recruiters to communicate the goals, intentions, and expectations for a role. However, it is equally important to strike a balance and avoid using overly aspirational language that unintentionally overpromises authority, compensation, or benefits that cannot be delivered. Making promises that cannot be kept creates disillusionment and dissatisfaction among new hires, which can lead to early turnover and a negative impact on productivity and morale.
A great onboarding process is vital to ensure employees feel welcomed, valued, and integrated into the company’s culture from day one. To ensure long-term employee retention, organisations must prioritise authenticity and transparency in their communication with candidates. This means accurately reflecting the realities of the job, its challenges, and potential growth opportunities. Instead of painting an idealised picture of the role, employers should provide a realistic preview that allows candidates to make informed decisions about their career paths. By setting clear expectations from the outset, the company can establish a foundation of trust and demonstrate their commitment to delivering on promises.
Fostering a culture of continuous development with career growth is also essential. Creating clear career paths with opportunities for advancement to improve motivation and commitment is a must during the onboarding process. When an employee can clearly see that the company is following through on its commitments, they feel valued and respected. This, in turn, boosts their motivation, productivity, and loyalty.
A real and deep introduction to the existing team within the organisation is imperative for the new recruit to properly integrate and to develop friendships from the start. Deep and meaningful friendships in the workplace make for a better work experience and help to retain staff.
As any company executive knows, employee turnover can be costly and disruptive, so retention should be high on the priority list at the first point of contact with any new employee. The worst scenario for a new recruit is the experience of a disconnect between what was promised and what is actually being delivered, making them feel deceived or undervalued, leading to frustration and the desire to seek opportunities elsewhere – and here lies the problem! Delivering on promises post-interview is not just a commitment; it is a strategic imperative for companies seeking to attract and retain top talent and thrive in the long run.
In conclusion, building a strong employer-employee relationship built on trust and authentic communication is crucial for long-term employee retention. By delivering on promises made during the recruitment process, offering clear career growth opportunities, and fostering a supportive work environment, organisations can not only attract but also retain top talent, driving success and growth in the ever-evolving business landscape.
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