I’ve written before about what I called the “mass
exodus of A-players.” And it popped back in my head recently as I’ve been inundated
with Google alerts for articles about hiring and firing as we move into economic recovery.
A current survey by Monster.com said that 79% of the workforce will seek new employment
once the economy starts growing. That means that some of your employees may leave,
but at the same time the pool of potential applicants will be growing.
So what are you going to do to ensure you keep your A-players as well as hire right-fit
employees to replace those that leave?
The first part I’ve addressed a lot. To reiterate a few:
- Investigate the reality of what employees are thinking/feeling
-
Ensure you set expectations and communicate with employees about how they should live
the brand everyday - Recognize employees when they do it right
The latter piece, hiring right-fit employees, is not so difficult either if you ensure
that the company brand is infused from the get-go. Here are three simple things you
can do to better your chances of success:
-
Utilize a hiring template populated with questions tied to your company values and
bullet points about what to look for in responses -
Implement an employee referral program that rewards employees if the candidate gets
the job -
Tailor the job offer in a way that shows the candidate how the job will use his/her
strengths to achieve (personal and professional) goals.
