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Retention is a top priority for hiring managers, and we have the insights you need! Check out our latest blog on SmoothHiring. #EmployeeRetention #HiringManagers #Hiringplatform #TalentManagement #SmoothHiring #Hiringsoftware

To learn more about retention strategies check out this article! #EmployeeRetention #HiringManagers #HRStrategies #WorkplaceCulture #TalentManagement #SmoothHiring

A well-chosen employee can make or break a team. Rushing the hiring process might seem efficient, but it often leads to costly turnovers and disrupted workflows. Investing time in finding the perfect talent ensures a strong team, increased productivity, and long-term success. #hiring #talentacquisition #recruitment

Hiring the right people for any position is of vital importance due to several reasons. The correct individual will have the skills and qualifications required to perform their job at a high level which in turn will boost productivity. They will also align with your company culture which can help to enhance team chemistry and morale. When it comes to best practices for your small business onboarding process, there are several key steps to consider. Firstly... read more below. https://lnkd.in/gwFGmWwE #recruiting #hiring #business

The recruiting and hiring space is the latest target for this disruptor.

Human resource is the single most critical element which influences and defines the culture, environment and dynamics of an organization. Which makes expert hiring imperative to success! That is why our vision is to become the trusted partner of any company on its journey to build the dream team! Our core values represent what we believe in and what we can achieve when we work together 🙌 Find out more about us here: https://bit.ly/3OhGSfS #HumanResources #TechHiring #Hiring

“We’re struggling to attract talent.” A leader recently shared this with me. They went on to say… “We support virtual work, have a great benefits package, unlimited PTO, great upward mobility and opportunity… it doesn’t make sense.” Look, things like virtual work, benefits, and growth opportunities are all features that disguise the work. If the work isn’t career value-added, it doesn’t matter how many benefits you offer. If the work is repetitive and dictated by projections based on chargeable hours, it doesn’t matter what sort of features you offer—people aren’t going to be interested. If the work isn’t focused on helping people develop and achieve their unique vision for their career, they either aren’t going to come or if they do, they won’t stay long. As organizations, we have to be intentional about designing work paths that are career value-added for our team members (or prospective ones). The work should be focused on helping people develop their skillsets and abilities and once they do, identify and understand what they want to do next that will support the organization’s strategy and goals and help them get there. Want to attract the best talent? Your features (benefits) should support the work, not disguise it. #hiring #culture

What Hiring Practices Have Helped You Build a Successful Team? -https://lnkd.in/gy6pFRuq #BusinessOwner #SMB #SmallBusiness Article via Featured, an expert insights platform

This is how it can feel, when you've just completed a funding round Like you're banging your head against a brick wall (well your hand!) I've worked with so many founders Who breathed a sigh of relief once funding was secured And then rolled their sleeves up for what was coming next - Scaling! "I can finally hire the long list of roles we need" "we can finally develop the product" "build the analytics team" "we can finally expand in the US" etc etc etc But then recruitment happens! Recruitment at scale adds tension to an already overstretched team who are already near breaking point Recruitment has been pretty peace meal and adhoc until now Without processes in place - chaos Without clarity around culture - mishires Recruitment isn't the solution for a business ready to scale > Clear talent plan > Clarity around proposition > Communication (targeted at the right talent) > Co-ordinated, well managed interview process & assessment > Clear Onboarding = TRACTION, ENGAGEMENT, MOTIVATION Recruitment is only part of the solution Stop banging your head against the wall - it hurts!! Thoughts on a postcard please - or in the comments below x

I want to share with you 5 powerful Strategies you can use as an employer to Retain Your Star Employees in Today's Competitive Market You see, Employee retention should be top of your mind if you want to build a productive business. The strategies for keeping your best talent begin with recruiting the right people from the outset. Here are 5 tactics to help identify, engage, and hold onto your high performers: 1. Know that retention of top performers starts with recruiting: The seeds of retention are planted early. During interviews, look for candidates whose values, goals, and work styles naturally align with your company culture. Identify people who share your organization's vision and outlook. 2. Identify candidates who'll stay the course: Prioritize applicants who demonstrate a strong track record of longevity in previous roles. Analyze their career trajectory for stability and growth over job-hopping tendencies. 3. And identify those who share your outlook: Cultural fit is critical. Seek out people whose motivations and passions mesh with your mission and values. Those who buy into your outlook are more likely to go the distance. 4. Provide ongoing education and clear paths to advancement: Top performers want to keep developing their skills. Offer robust training, mentorship programs, and transparent promotion paths to help them reach their potential at your company. 5. Stick with remote/flexible work options: The pandemic cemented remote work as the new normal. Retain your best by meeting modern workers' expectations around flexibility, work-life balance, and autonomy. Keeping your top employees begins from day one. Recruitment people who share your values and vision. While retention is an ongoing process of engaging, empowering, and reinvesting in your workforce. Make retention a priority, and your stars will keep shining for you.