Recruiter's Essential Tips

Retaining talents plays a major role in the long-term success of any business. The bottom line of employee retention is recognition . Good recognition of the performance motivates an employee rather than any other factor. Being nice and friendly to an employee is not recognition . Try to provide a frequent feedback about the employee’s performance. Make the employees feel that they are contributing highly to the success of the organization. This acknowledgement inspires any employee to stay for a long period.

Nowadays, employees hop jobs frequently. Not only hunting for talents, but retaining talents has also become one of the responsibilities of HR Professionals. Not all people work for money. Every employee has a different reason to stay in a job. Some may like to face challenges, some to achieve personal goals and others may be interested in specific activities. Find out the activity that inspires an employee by conducting an internal survey. Motivate the employees by organizing different programs that may attract them. This may be a soft-skill training session, games or some fun-filled activities. Such exciting events help you to retain your best talents.

Back again to "Employee retention" - Analyzing the reasons as to why employee quits job . The post below discusses on the impact of employer branding on recruiting and retaining right candidates. The Accenture's latest survey of CEOs shows, 60% of them are worried about the need to attract and retain the best people. The organizations can no more aim to be all things to all people. They should focus more on what it takes to build and sustain employer retention that binds and attracts the right talent.Employer branding is not just recruitment and resourcing. It's a complete organizational responsibility and opportunity. It is definitely something that CEO needs to care about. Employers should understand what engages people and should be clear about what an organization offers and does not. This means you are more likely to recruit and retain right candidates.

If you don't get along with your team members, they may quit. You need to be a good boss to make your employees work for you. Because your success always depends on your team members. A good boss has to be action-oriented, approachable and disciplined.Talk to your team and that makes them think that you care for them.Clearly explain your project goals, deadlines. Don't rush them in the last hour. Be available to guide them. Be ready to help individuals who comes with problems and suggestions to improve the processes.

Explain the company goals to your employees and explain how an employee's efforts fit in. The management has to solicit employees to come up with suggestions on how to improve the processes in the organization. As I was writing this post I remembered an article published in Inc.com titled "In A Former Life" written by Ilan Mochari. This was an interesting interview with Kenneth Kannapan CEO of Plantronics, a $400-million maker of telephone headsets based in Santa Cruz, California. Here is the article by Ilan Mochari from inc.com CEO S. Kenneth Kannappan discusses how he discovered the key to motivating employees while working at his first job. Present life: CEO of Plantronics, a $400-million maker of telephone headsets based in Santa Cruz, Calif. Former life: In the summer of 1978, after he graduated from high school, Kannappan worked for an electronics-repair shop in Northbrook, Ill. "It was $3.50 an hour. There was very poor ventilation. But at the time, jobs were

I recently read an article in About.com titled "Two Musts For Employee Motivation" written by Susan M.Heathfield. The article is based on an attention-getting Gallup Poll about disengaged employees which was highlighted in a recent Wall Street Journal. Here is the paragraph. Gallup found 19 percent of 1,000 people interviewed "actively disengaged" at work. These workers complain that they don't have the tools they need to do their jobs. They don't know what is expected of them. Their bosses don't listen to them. Based on these interviews and survey data from its consulting practice, Gallup says actively disengaged workers cost employers $292 billion to $355 billion a year. Furthermore, Gallup concluded that disengaged workers miss more days of work and are less loyal to employers. Gallup polls helps us realize the importance of employee motivation in organizations today. We will discuss more on motivation in the forthcoming posts.

I'm now back with a post on Employee Retention. In the previous posts I've written about " CEO Role in employee retention " & " Rewards Best Employees at the right time ." I recently came across a Reader Poll: "How Many Conferences Does The Boss Send You To?" in LeeOdden's blog . You may wonder as to Why am I ranting about the poll. However a close watch will help you to witness a relationship between conferences/workshops/training programs and employee retention. When you send your employees to attend such conferences and workshops they learn new methods, and they learn how to apply them on job. This creates a positive thinking that their employer is ready to invest for them and interested in their development. And the employees go back to perform much better than before.

Reward the best employees at the right time. If you are running a business you would create special offers to Customers to honor them. Everyone quest reward or appreciation towards a work or a project. The enthusiastic level of the rewarded employees is always very high. Don't fail to reward your employee at the right time.