Hiring and Dating…The Similarities

hired
Tall, dark, and handsome was he. A sports enthusiast who was popular with everyone. As his interest and approach grew, she was smitten and fell head over heels in love. She left her quiet, loyal, and committed guy for one who was more outgoing, adventurous and fun to be around. Sadly, she looked at the outward appearance but not the heart. Needless to say, as time flew by, so did his interest. He was more of a heartache to be around since his fun loving ways attracted other fun loving pursuers. The rest is history.

This too is true of the hiring process.

hired

Tall, dark, and handsome was he. A sports enthusiast who was popular with everyone. As his interest and approach grew, she was smitten and fell head over heels in love. She left her quiet, loyal, and committed guy for one who was more outgoing, adventurous and fun to be around. Sadly, she looked at the outward appearance but not the heart. Needless to say as time flew by, so did his interest. He was more of a heartache to be around since his fun loving ways attracted other fun loving pursuers. The rest is history.

This too is true of the hiring process. At the outset employers look for those people who are outgoing, people with great resumes filled with the right keywords, and people who excel at interviewing. Minimized are the introverts who require more effort to get the value they are sure to bring at the right price, but difficult to unearth during the recruitment process. So at last after a lengthy process through the maze of online and mobile devices we find just the right one!

But hey… how can we keep ’em? Here are a few Retention tips compiled to help you.

  1. Track Retention. It has been said that if you’re not measuring then you’re practicing. Find out which line managers are doing well and which are not, then you will not know who needs coaching.
  2. Train Frontline Supervisors. People leave managers, not jobs. Train managers to have regular meetings to communicate employee expectations. Spend time with strong performers as well as low performers. Do not punish either group at the expense of the other.
  3. Hire the Right People the first time. Pay close attention to facets like integrity, attitude and integrity amongst other things like qualification, skills and experience. Together these things lead to retention.
  4. Offer Employees More Recognition, Responsibility, and Pay. Be creative. Find ways to recognize employees who meet goals. Experiencing budgetary constraints? Ask your connections to provide VIP tickets to special events or offer discounts at local stores. Also, never underestimate the power of a simple thank you or a well-done note which works wonders. Keep a close tab on industry compensation standards (performance bonus and benefits included).
  5. Find ways to increase Flexibility in Working Conditions. Offer flexible work schedules. Ensure employees are prepared to do what their job requires (e.g. travel, late nights, vacations, and more). Note that overly rigid work rules drive away workers.
  6. Create that Work/Life Balance. Train leaders how to handle workers in stressful positions.
  7. Develop the Right Culture. Create an environment that attracts the right employees. Your company culture should match the type of employee you want to employ, whether you opt for a by-the-book, strict workplace or a more casual, laid-back atmosphere.  Provide a comfortable work environment and culture. Ensure sufficient training, and support new hires until they are able to function on their own.
  8. Let Employees Participate in your Business Planning Process. Bring your team together when experiencing business growth, or changes in the industry. Have Brainstorming meetings to create strategies for new goals and objectives monthly, quarterly, annually and so on. Ask them to come up with 1-2 suggestions in a group or individually. This encourages them to feel important and valued. Most important—it fuels retention!
  9. Use contests and incentives to help keep workers motivated and feel rewarded. These programs can keep employees focused, boosts morale, and makes them excited about their jobs!
  10. Consider hiring a Human Resources Expert if your company has 15-50 employees.

Need help? With over 25 years’ experience managing Local and Global Human Resources, Cameron Calder & Associates Connects Talented People to Successful Companies. Visit us at www.ccahr.com  or email scameron@ccahr.com

<a href=”https://dailypost.wordpress.com/prompts/price/”>Price</a&gt;

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Author: Dr. Shelly C

Dr. Shelly Cameron is an Author, Speaker, and Coach. She has more than 15 years Experience in HR Consulting, Recruiting and Career Development. Employers Discover how you can Hire the Right People at www.ccahr.com, and Individuals Discover How you can Transform your Career at www.shellycameron.com.

5 thoughts on “Hiring and Dating…The Similarities”

  1. Hi SS, Sorry but you opened yourself up … I’m on the comments course! Scrolled down everyones comments on the Commons and you were the first to post an actual link …

    Did appreciate your “Dance” post, beautiful photo and sentiment!

    I agree that so many perform well on CV and in their interview but often the more introverted are the better workers … Did you post the dating similarity just to pull readers when this is essentially a business post …

    Sounds more like a question than a disagreement … but you get the drift? Would appreciate your constructive feedback on this attempt?

    thanks, kate

    Liked by 1 person

    1. Thanks for your great question! What do you do when hiring a new employee? You interview the individual to find out if they’re a good fit for your organization. It’s the same when dating. You interview the ‘prospect’ to find if he or she is a good fit. Both are similar in many ways that if not taken seriously can bring devastating consequences including waste of time and resources.
      Hope this helps.
      Thanks for stopping by 😊

      Liked by 1 person

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