Holding on to your employees

And a new year begins…
    with staff changes?
The New Year can bring a wave of movement in the job market.  
 Businesses, as part of their growth strategy, look to recruit and fill roles. But it is not only employers that contribute to the surge in advertised jobs, but also employees who during the holiday break use this time to reflect on the past year and set new goals for the year ahead.  For some this may include a change in job – it’s time to move on, find a new challenge or a change of industry or lifestyle change. Often employers are not aware that employees may have been considering a move, and a resignation in the new year can come as a surprise.  

This action puts in place a domino effect, one door closes another door opens.  Multiply that by the number of people moving, and it means a very active market which has become normal in the early part of the year.  

When an employee resigns, this is the ideal opportunity to assess the role with regards to the business needs and develop selection criteria that helps to ensure the right person is hired for the role. For example:

Re-assess and evaluate the current role, make any changes, and create an appropriate position description.

Determine the selection criteria which are consistent with the position description.  Include knowledge, skills and experience that are required on a regular basis to fulfill the duties of the position.

Differentiate between ‘must have’ criteria and desirable or ‘nice to have’ criteria.

What qualifications are essential to perform the role? i.e. academic, trade, etc.

What length of experience in a similar role is essential?

What particular industry or background will the ideal candidate come from?

Determine the essential skills, i.e. is ‘good communication’ specific enough for talking on the phone to customers?

Determine the selection plan.  Who will write the advertisement, receive, acknowledge applications, determine 1st interviews, who will be involved in second interviews, reference check and advise applicants of results?

Determine salary/wage and benefits.

A good practice for both an employer and employee is not to burn bridges when a resignation is given or received, leaving the way open for a possible future re-employment option. 

For employees, the grass may seem greener on the other side of the fence, but in reality sometimes the new experience is not as good as they thought it was going to be.  The old job and company weren’t in fact so bad, and if there was an opening sometime in the future, they may wish to return.   

From an employer’s perspective the business has invested in the employee over the time they have been with the company, in the form of training, knowledge of product or processes, or customers etc.  If the employee was a good worker and left on a good note, then if the opportunity arose and the employee was rehired, that investment hasn’t been wasted.

The benefits are that an employer has already invested time and effort in this employee. Under certain circumstances re-employment can be a smart option.

So welcome back, and we wish you a prosperous year ahead – even if you maybe faced with a recruitment campaign.

Paddy Battersby, Battersby HR Consulting, Telephone 09 838 6338; www.battersbyhr.com

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