How To Retain A Job Hopping Candidate

victoria worrell

25th October 2016


New season, new career? The excitement of a new opportunity does not last long though as a startlingly 40% of summer starters leave their job within the first year, according to ACAS.

 

As an employer how can you make sure that your new hire is looking for a long term career with your company and not just a Summer fling?

The recruitment process

When advertising for the role you are looking to fill, have a checklist of what you need to inform job seekers. This is so you have the right candidates applying. Put yourself in their shoes, what do you look for when on the lookout for a new role? A clear indication of what the role will entail, the importance of the position and its duties are will help potential candidates understand why they should apply. They want to feel needed and stating this within the job spec will achieve this. Be transparent about the salary bracket, company benefits and even the working hours. It is necessary but rarely stated within a job post, but these are the details that all candidates really want to know. And remember to bring your company culture to life in job adverts, this is your chance to show potential applicants what your team is like.

Being honest at the beginning means that you may not receive as many applicants but the ones that do apply however, will understand the role, the company and have no issue with remuneration. This means that those awkward conversations or surprises for candidates later on in the recruitment process are less likely to occur.

dont-rush

Don’t rush when hiring – take your time and find the candidate you have been looking for. Be certain that your decision is based on their character, qualities and skillset, not because you had deadlines looming and you decided on impulse who you preferred.

job-hopping

How to retain a fleeting candidate

You’ve taken your time, been clear and transparent with the candidates and found the right character for the role – what now? The next few months are crucial for you to embed your new hire within their team, department and company. A first week induction will not lead them to knowing everyone’s names let alone cementing them as a member of their team or understanding the company’s culture. Make sure that they have the necessary support and that the key people are around to help them.

Your induction programme should run alongside the probation period, using monthly reviews to gauge how well they are immersing themselves into the team and company, as well as their work. Bring your team together and take them out for a meal together or a more relaxed drink. This way they can build relationships and form bonds, making work more enjoyable and the thought of leaving a harder decision to make. If you hired them – spend some time with them.
It is important to continuously reinstate the importance of their role too so that they remember why they left their previous job and came to you.

Your induction should answer the following questions;

Why does their job matter?

What are their KPIs?

Who are the team that they’ll be working with?

What do they bring to the team?

Where do they fit within the company structure?

How will their skills and experience strengthen the company?

And keep this going. Once a new person has started that’s when the work begins for you!

Need help finding that amazing candidate but not sure where to start? Speak to one of our consultants on 020 7426 9835 who will work with you to make sure that you hire exactly what you are looking for.

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