Have you ever had that one employee that got away? It can be frustrating to lose an exceptional employee. Unfortunately, it can be just as frustrating for exceptional employees to sign on with a company, only to be faced with a mediocre training program. Have you lost good people? If so, you may need to investigate your hiring process and employee training.
Dolly Penland, a Business Advisor at Predictive Results, explains how her company uses behavioral science and human capital analytics to put the right people in the right jobs, and then manage them to their best and highest potential.
Dolly recommends four main points every organization needs to be aware of in order to attract, hire, and retain the best employees.
1. Talent Acquisition, or “Hiring the Right People”
Make sure you take the time to hire people who will be a strong asset to your organization. You want to ensure this happens so that your employees are providing the best product or service to the customer immediately upon being hired.
* Use the “Iceberg Analogy” when assessing a candidate:
* The part of the iceberg you can physically see (above the water line) is what employers perceive in the typical selection process. This means that employers are looking at three basic things: knowledge, skills and experience.
* The part of the iceberg you cannot physically see (below the water line) is what employers need to know but can’t see initially. These things include abilities, interests, motivation, traits and values.
* In order to look for what employers need to know about the candidate but cannot see, it is important to use behavioral interviewing. This will enable your organization to truly understand how certain employees are going to perform on the job.
2. Talent Management, or “Building Teams and Leaders”
This is the key to your organization’s retention. How do you develop your new hire so they not only stay with you now, but so they will stay with you five and ten years down the road?
* To develop a good retention rate, make sure your employees are engaged with the work and guided by engaged managers.
* The management teams within the company or the people in the top tier need to know how to develop and manage their employees in the most productive way. One way of doing this is to understand who each employee is and how they work.
3. Change Management, or “Building Trust and Managing Change”
Help your employees understand not only who they are, but also who the people around them are and how they can work together. This provides your organization with a certain level of trust and unity in case change presents itself—and it inevitably will.
4. Growth Strategy, or “Influencing Productivity and Drive”
Increase productivity from your existing employees. You can engage employees by simply understanding who they are and what their behaviors are. This alone will drive the company metrics by maximizing individual results.
Once you invest this time in your employees, the long-term results will show, through improved relations within the company and outside the company.
Are you interested in learning more about how to attract, hire, and retain top talent employees? Listen to Dolly’s complete webinar, “How to Attract, Hire and Retain Top Talent.”
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