Hiring for the long term

Over the years, we have heard many employers admit that they saw ‘red flags’ during the recruitment process, but these were ignored due to a need to hire swiftly. Others have said couldn’t wait for the perfect employee to come along, so hired the ‘best of the bunch’ that applied.

As most employers are aware, poor hiring choices can cost big dollars and be disruptive to the productivity and synergy of an existing team. We find that most employers are adept at checking obvious job requirements when hiring, such as the appropriate skills, qualifications and experience, but in order to hire top talent for the long term, employers must dig a little deeper. Once the hiring stage is over, employers also need to pay attention to retention strategies to hold on to staff for longer. Here are our suggestions:

• Is your candidate a good long term fit?

Ask your candidate what they want to accomplish in the next few years and beyond. Are they the ambitious type or perhaps more focussed on security and working in a harmonious team environment? Whatever their motivations, it’s in your best interests to find out if their goals can be partly or wholly achieved within the role on offer. 

• Consider their commute time

Commute issues can have a big impact on hiring success and retention, so it’s important to check if the commute time is suitable. To avoid your new hire becoming fed up with the commute over time, we suggest they travel the route to work in peak hour, before you offer them the role. Candidate’s with a history of a similar length commute can provide some assurance to employers.

• Are they a good cultural fit?

Firstly, it’s helpful for organisations to have an understanding of their workplace culture. Is your workplace highly social, more formal or perhaps informal and laid back? Whatever the culture, matching the incumbent to your company culture will give you a higher chance of a successful and longer term placement. 

• Offer a competitive salary

Money is not the only reason people stay in their roles, but it rates very highly. Businesses who offer market competitive salaries applicable to skill level and experience will attract higher quality candidates and see better retention rates. To learn more about salaries in the property industry, feel free to ask one of our friendly consultants for advice or visit our Salary Portal. 

• Retention methods beyond salary

Keep in mind that salaries are not the only motivating factor for employees. Benefits such as; flexible hours, mentoring programs, tuition reimbursement, increased responsibility and simply saying thank you are all excellent retention methods.

• Is there opportunity to grow in the role?

This is an important consideration for many career-orientated professionals. Employees that can visualise their career progression and know they are working towards their professional goals are more settled, feel more empowered and have greater job satisfaction than those who cannot.

• Do they show enthusiasm for the role?

It may sound obvious, but don’t discount the importance of a candidate who is genuinely excited about the role on offer. People who display enthusiasm for what they do are happier in their jobs and contribute positively to their workplace environment.

Choosing the right people to join your team is a critical decision and is so important to the smooth running and bottom line of any business. When assessing a candidate’s suitability for a job, it’s important to understand there’s a mix of factors to consider in addition to their skills and recent experience. With the right strategies in place, businesses can hire the right people in the first place and hold on to their top talent for longer.

For our latest jobs, industry news and job search tips, visit Edge Recruitment’s website or connect with them on Facebook, LinkedIn or Twitter.