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Are you holding onto a team member because you have no monthly strategy to interview, scout and attract new, energetic talent? Think again before you choose comfort over risk. Follow these five key guidelines to ensure you're choosing (and keeping) the best employees for your workplace.
Guideline #1: Great Employees Are Assets
Having a bunch of good and bright employees can be both gratifying and stressful. It is because efficient employees greatly contribute to the company’s productivity. It is stressful at the same time since it would be very disadvantageous if these employees suddenly leave the company. Not thinking about keeping these employees, and actually keeping the personnel resources intact with great people, could jeopardize the company’s continued success.
Guideline #2: Ideal Employee Requirements Are Key
No one wants to work with lousy employees. Most business owners want their employees or work team members to be ideal as much as possible. Just like the requirements of American business magnate Warren Buffett on his employees:
• Highly intelligent
• Highly energetic
• Have high integrity and
• Have at least an intermediate skill in computers
Any company may not afford to take time in training new employees about computers. To have these employees is to scout for them (and continually do so). Even if they are already around the organization, they might leave someday for greener pastures, especially if they are in high demand.
Guideline #3: Scout for Ideal Employees
During the hiring process, the employer would get the vision and concept of the prospective employee about the business. The entrepreneur can also gauge the chemistry of the new employee and the management. Experts also said that in order to hire the right people, they rather convince them not to take the position. They explained the bad side of the company like work pressure, long working hours, etc. By being honest to the applicants, they already filtered who shall stay long or not. This minimizes turnover and waste of time. They do not want to train the employees only to see them leaving too soon and this is a way to eliminate prospective employees who wouldn’t have made it to the job anyway. Telling the applicants the truth is just being honest which would also do justice to both the applicants as well as to the employers.
Guideline #4: Don't Fall For The Myths About Keeping Employees
Many believe that employers have multiple ways to keep their employees with them, even those who are on high demand. The following are some myths about keeping them:
• Key employees will stay especially when economy is tough as they are afraid of losing income. This is wrong because uneasiness caused by the tough economy can threaten security. When they are undervalued, employees would be unproductive and start looking for something better.
• Employees can be loyal when treated well. Even if treated well, employees would change jobs if they are not happy with the positions they are holding. They would only stay if they also have the feeling of fulfillment in their respective corporate roles.
To keep the talents happy and stay put is to determine the objectives of the company, and find individuals who are able to meet these objectives. Employees need to be motivated as well as engaged so they will stay long.
Guideline #5: More Numbers Creates Stability
Sometimes, employers hold on to their employees because they stop scouting for more talents. Or do not have the right strategy to attract the right employees. As the main drive of the organization, employees are people; and people are the only ones capable of achieving the company’s goals by carrying out systems and perform deliveries. New ones can bring fresh vibe to the organization while keeping the balance in the human resource so as not to lose productivity. More numbers can create more stability and strength. To attract more talents, the recruitment process should be in itself strategic, interesting and exciting.
Marvin LeBlanc LUTCF, CNP, is a performance strategist and author of the number one Amazon Kindle best-selling book, Come Hell or High Water: Life Lessons from Hurricane Katrina. Marvin not only brings wisdom and insight gained from his three decades in the insurance and finance industries, but he also empowers others through his unique sharing of lessons and techniques from years of corporate and leadership training and motivational programs. A vibrant entrepreneur who makes the stage his own–and yours, Marvin’s humor-filled stories bring inspiration, heart-warming truths and tangible, strategic takeaways you can bring back to your organization.
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