When you think about hiring and retention, you often think about the role of the individual conducting the interview, or the person the member of staff reports to once they’ve been hired.
Whilst there’s clearly need for a large degree of human input, it is fair to say that technology is playing an ever-greater part in both processes.
Before we explore how technology can be used in a positive way to improve the hiring and retention processes, let’s take a look at why they’re so important in the first place.
(Also, read – 9 ways to hire great developers)
The benefits of making the right hire
Ultimately you can always fill a job if you’re prepared to pay the right price, but that’s not really the point of the process.
Putting people in seats so there are no vacancies isn’t what hiring is about. Instead, it’s about finding the right person at the right time so that you can hire someone who adds value to your business.
Here are three ways in which the right new hire can help change the landscape of your business…
New people will bring a fresh set of ideas to the table — something which is especially useful if you have had the same static team for a number of years.
If you want to be able to continue to grow, then you need to have a constant stream of innovation that drives your business forward.
A new set of skills
Ideas are one thing, but skills are just as important. If you have a shortage in a particular area, then hiring from outside rather than promoting from within is often the only solution.
This isn’t an admission of failure; far from it. What you’re doing is taking a proactive approach to finding the skills your business needs.
Hiring from your competitors is often a great way to gain insight into different ways of doing things. It will open your eyes to new ways of tackling the same old issues and is a sure-fire way to inject some dynamism into your workforce.
(Also, read – Employee onboarding checklist for the new hire)
How technology helps with hiring
If you want to understand how technology can help with the hiring process, there are four key areas you need to consider:
- Social Media Outreach
- Artificial Intelligence and the Rise of the Chatbots
- Active Targeting of New Talent
- Periscope Q&As
Let’s take a look at each of them in turn, and then turn our attention to the retention process.
Social media outreach
If you want to connect with people, then you need to take your offering social. That’s been true for the last 10 years or so, and it’s becoming ever more true by the day.
Increasingly, people are having their head turned by new opportunities that they see on social media.
Be warned, however, it’s now enough to post a job advert on Facebook and wait for the applications to flood in. What you need to do is reach out by posting content that will make people want to work with you.
Here are a few ideas:
- Interviews with staff across all levels of the business so the viewer can get a feel for what they do on a day-to-day basis
- Photos showing what goes on behind the scenes
- Sneak peeks of new products and services as they enter the development sage
Artificial Intelligence and the rise of the chatbots
As well as making people want to work for you in the first place, you need to keep their attention once they come to you for further information. Chatbots allow you to answer questions and refer interested parties to the right person night and day.
This is ideal if you want to ensure that you never miss out on your next rising star purely because no one was available to take his or her call.
Chatbots are such a powerful communication tool, and they have the added benefit of quick and easy implementation. It’s far easier to have a developer create a bot for you than it is to train up a dozen or so trained responders and have them working in shifts day and night. Chatbots are also very easy to scale, which is another bonus,” says Veronica Wright, CEO at Resumes Centre.
Active targeting of new talent
If you want to be able to find the best and brightest in your field, then you need to use technology to implement a proactive approach.
By scouring resources like LinkedIn, you can ensure you never miss out on people who are likely to be looking for a new challenge in the near future.
People are always flattered when you approach them, so get in there first and hand out your contact details as often as you can.
Periscope is such a powerful way to address huge global audiences that it’s a wonder more businesses don’t use it. By running regular Q&A sessions you can speak directly to a captive audience, and then mine their contact details.
This ensures that you can then target interested parties afterward with a far higher chance of success than if you were cold calling people in your industry.
Why is retention so important to your business?
You may think that once you’ve found your dream new hire, the hard work is done, and it’s up to them to prove themselves — wrong!
If you want to get the most out of your most important resource (people) then you need to be able to keep them happy. The art of doing this is retention, and it’s important for a host of different reasons.
If you want to make internal appointments to more senior positions over the coming years, then you need your team to stay together long enough for the people within it to gain sufficient experience.
Keep them happy, and they’re far more likely to stay with you for the long term and make a telling contribution to the success of your business.
A unified and happy team will be far more productive than one which is fragmented and low on morale.
If you want to maximize productivity, then you need to keep your best people, ensure they’re happy, and provide incentives for them to push themselves that little bit harder.
A burgeoning reputation
Your reputation is what proceeds you, so you need to make sure it’s universally positive.
If you want to keep your best people, then you need to make it clear that you’re a great place to work, and that you offer plenty of scope for progression.
How technology helps with retention
Retention can be enhanced by the implementation of technology in three key ways:
- Active Monitoring of Morale and Stress
- The Option of Flexible Conditions Such as Remote Working
- Professional Development Through Online Training
Active monitoring of morale and stress
It’s so important to have a simple way for your team to voice any concerns that they may have.
Online portals allow for staff to approach their direct managers and supervisors in a way that doesn’t put them on the spot or make them feel uncomfortable.
With low morale and a feeling of under-appreciation often being cited as reasons for quitting, it’s never been more important to keep your staff happy.
The option of flexible conditions such as remote working
People have different expectations for the working day today than they did 30 years ago. This means that it’s vital you offer them flexibility,” says Max Kendrick, HR Manager at Online Writers Rating.
If you can give people the flexibility they need, and you can do so in a way that makes you come across as trusting, then you’ll most likely find they’re much more productive and happy.
Professional Development Through Online Training
A lack of training and progression is also often cited as a reason for leaving a company. By offering online skills-based training, you can harness the power of online learning to open up new pathways of progression for your staff.
Once they see that you’re prepared to let them up-skill, they’ll be far more trusting when you talk about your long-term vision for where they can go to your company.
Now that you’ve heard what we have to say, the onus is on you to implement technology in your hiring and retention processes.
Once you do that, you’ll be able to reap the benefits that your hard work deserves as your highly skilled and experienced workforce will feel motivated to go the extra mile in the best interests of your business.
What could be better for your long-term success than that?