A recent study from The London School of Business found that 47% of the UK’s workforce were unsatisfied with their job. Whilst we all love to moan and complain about our work life now and again, this widespread level of disillusionment hints at a much deeper rooted problem.
One in five workers has confessed that they are ready to leave their job at any time. That’s 20% of the workforce who are just waiting for a fresh opportunity to crop up. With so many people wanting out, we have to begin looking at what’s driving them. Unfortunately, in many circumstances, recruitment strategies could be to blame. Candidates aren’t always being picked for appropriate roles and 16% of workers feel they are overqualified or undervalued.
For the situation to improve, changes need to be made at the very beginning of the recruitment process. Ensuring the candidates you hire will slot seamlessly into your workplace culture could make all the difference in the long run.
Orientating Employees Before They Start Work
A major concern workers have with their job is that they don’t feel they’ve ever truly been shown the ropes. Whilst training comes as standard in many roles, in others, staff are expected to learn on the job. Even in companies that do offer guidance, many employees won’t have seen their workstation or met their colleagues before they are thrown into work. This can be incredibly disorientating and results in lower productivity levels for at least the first few months of employment
The solution to this problem is simple. Recruiters need to ensure successful candidates are fully orientated with the workplace before they begin. Whether this comes in the form of paid training or a mentor for the first few months of the job, recruiters must not view their task as complete until the employee is integrated into the company. A settled employee will work harder, remain happier and make far fewer mistakes.
Creating A Positive Work Environment
When workplace morale is low, so is productivity. When you’re looking to hire, negative press can seriously harm your chances of acquiring the best talent. Whilst money is definitely a factor in recruitment, 67% of job seekers said they’d accept a reduced salary if it meant working for a company with positive reviews.
These statistic shows just how important workplace culture is to employees. As a recruiter, it’s your job to convince candidates they are signing up to the best possible workplace experience. If they arrive on their first day to find you over-exaggerated the appeal of the role, then you will probably have to begin hiring again before the year is out. Draw on your company values and ensure that every member of staff is as cherished as the next.
Ensuring The Role Meets Expectations
There’s nothing worse for a candidate than finding out the job they’ve applied for doesn’t fulfill their original requirements. For one, they may feel cheated or conned into accepting a job below their expectations. Neither of these feelings foster trust with the company they’re working for.
Recruiters need to be wary of employing those who are overqualified for vacant positions. During the jobseeking process, it can often be tricky for candidates to decide whether they are best suited for the job. Job adverts may be misleading or lacking in specific information. Whilst you want to secure the best talent available, it’s no good hiring a consulting doctor for a job as a hospital janitor. Make you’re your explanation of the role is detailed and states exactly the type of person you are looking for.
Encouraging Workforce Engagement
A passionate workforce is the bread and butter of any successful company. If your employees don’t believe their ideas and contributions are being taken seriously by management staff, then they are less likely to engage with their work. An incredible 25% of staff don’t feel valued by their seniors, making it increasingly difficult for them to motivate themselves at work.
Proving to your employees that their work is just as important as everyone else’s can help create a cohesive and cooperative team. Management should be willing to work with their team to set achievable goals and provide plenty of opportunities for communication. If recruiters are responsible for finding managerial candidates, then they need to ensure they aren’t going to disrupt the harmony of the workplace.
Providing Opportunities For Employee Development
A major factor in employee malaise is stagnation. If staff don’t feel there is any room for them to grow in their role, then they are less likely to stick around. It’s widely accepted that not everyone will receive a promotion for every five years of work they complete. But without any form of progression, employees will soon become sick and tired of the daily grind.
Hiring managers like to ask candidates where they see themselves in ten years time. If your company can’t at least put them on the path to this goal, then they will quickly become bored. Encouraging staff to consistently update and broaden their skillset can prevent their jobs from becoming tedious. Indicate from the offset what kind of training they can expect to receive. Then, crucially, follow through with these promises. It’s estimated that only 7% of employees reach their full potential. But, by tracking their progress from day one, you can iron out any weaknesses and increase your retention rates at the same time.
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