Comments on: Retention Problems Begin During the Hiring Process http://www.ere.net/2007/10/01/retention-problems-begin-during-the-hiring-process/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Mon, 23 Nov 2009 00:41:59 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: Keith Halperin http://www.ere.net/2007/10/01/retention-problems-begin-during-the-hiring-process/comment-page-1/#comment-3154 Keith Halperin Wed, 03 Oct 2007 07:55:00 +0000 http://www.ere.net/2007/10/01/retention-problems-begin-during-the-hiring-process/#comment-3154 A couple of points: Many companies state that they wish to hire only 'the best', and yet are not prepared to have the best compensation, benefits, working conditions, quality of life, stability, or SOMETHING. It would seem that you need to begin there- having something significant to attract superior candidates. If a company paid very well, I would expect that fact to be widely circulated, yet I see very little of this. Also, it is an inherent conflict of interest to have a recruiter be involved in retention; our job security is based on lower rather than higher retention rates. Cheers, A couple of points:
Many companies state that they wish to hire only ‘the best’, and yet are not prepared to have the best compensation, benefits, working conditions, quality of life, stability, or SOMETHING. It would seem that you need to begin there- having something significant to attract superior candidates. If a company paid very well, I would expect that fact to be widely circulated, yet I see very little of this.

Also, it is an inherent conflict of interest to have a recruiter be involved in retention; our job security is based on lower rather than higher retention rates.

Cheers,

]]> By: Mauritz Cloete http://www.ere.net/2007/10/01/retention-problems-begin-during-the-hiring-process/comment-page-1/#comment-3147 Mauritz Cloete Mon, 01 Oct 2007 01:20:00 +0000 http://www.ere.net/2007/10/01/retention-problems-begin-during-the-hiring-process/#comment-3147 A very good article, it made me think of a few things to incorporate in the processes and procedures we follow in order to ensure we retain our staff. One issue mentioned was money. I agree that people who are absolutely money driven may be a bad choice, (we experience that those individuals also emphasise the number of leave days, sick leave and other benefits during the interview etc.), but they normally put their expectations on the table and it is quite clear that they will be short term employees. We should be careful not to let the skill shortage drive us to appoint anybody, just to have somebody in the role with the attitude that somebody in the role is better than nobody in the role! The comment I wish to make is that in some cases it is also companies trying to employ people as cheaply as possible. A hiring manager may think he/she saved the company money by getting a person at a low rate, unfortunately it is these employees that accept the position with no sense of loyalty and only abide their time while waiting for a better offer to come along. Paying your staff below their worth to the company creates a breakdown in trust, loyalty and retention. You also create the image of your company in the market as not being employee friendly. The point I wish to make is that companies should ensure they remunerate their people appropriately and then they will be in a better position to judge whether a person is requesting a reasonable salary or not. A very good article, it made me think of a few things to incorporate in the processes and procedures we follow in order to ensure we retain our staff.

One issue mentioned was money. I agree that people who are absolutely money driven may be a bad choice, (we experience that those individuals also emphasise the number of leave days, sick leave and other benefits during the interview etc.), but they normally put their expectations on the table and it is quite clear that they will be short term employees. We should be careful not to let the skill shortage drive us to appoint anybody, just to have somebody in the role with the attitude that somebody in the role is better than nobody in the role!

The comment I wish to make is that in some cases it is also companies trying to employ people as cheaply as possible. A hiring manager may think he/she saved the company money by getting a person at a low rate, unfortunately it is these employees that accept the position with no sense of loyalty and only abide their time while waiting for a better offer to come along. Paying your staff below their worth to the company creates a breakdown in trust, loyalty and retention. You also create the image of your company in the market as not being employee friendly.

The point I wish to make is that companies should ensure they remunerate their people appropriately and then they will be in a better position to judge whether a person is requesting a reasonable salary or not.

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