Finding IT professionals who meet the minimum requirements to fit your team and technology projects is challenging enough. Being able to attract the best talent so they want to work at your company is a complete other level. Sure, there are the standard perks that make anybody want to work at your company, but techies are different. The best ones are in high demand and you’re competing against organizations who are willing to pay big bucks for that talent.
We shared a post this past summer that provided tips for recruiting IT professionals and it received great feedback. So, when we came across this infographic from TalentPuzzle, even though it’s a few years old, we had to share it with our readers. Enjoy!
Word-of-mouth may be the most reliable marketing tool in selling. People are much more likely to trust their friends, or even strangers, when it comes to making a purchase, than they are to trust the company selling the product. Just look at review websites like Google and Yelp. Even job seekers turn to online forums such as Glassdoor to learn about a company before deciding to accept a job.First-hand experiences and referrals play a strong role in the consumer world and they can play an equally strong role in the hiring world. We’re not recommending a forum where employers can rate past employees and leave references for future hiring mangers (as attractive as that may sound), but instead, building out your employee referral program and reaping the benefits of first-hand knowledge.If your referral program doesn’t get much attention, then this video from HR360Inc is for you and your team. It outlines the benefits of referral programs and why they’re more important today than ever.
A couple weeks ago, we shared some tips and tricks for employee retention. An effective retention strategy helps ensure all of your great recruiting efforts don’t go to waste. The reality is that very few employees last forever and, eventually, you will need to start recruiting all over again. One of the best strategies for kickstarting that recruiting effort is to perform a detailed exit interview with the departing employee.
Goals of an Exit Interview
Exit Interviews are an effective way to gain feedback and improve on all aspects of your organization — from the culture to systems to management. Outgoing employees have little to lose in terms of their employment with you, so they are generally more open and constructive on their way out. Some specific goals you may want to focus on include:
Learning more about what caused them to leave and if there’s anything that could have been done to avoid it;
Confirming the skills they used in their position so it’s easier to find a suitable replacement;
Ensuring all knowledge-transfer is complete;
Making peace with disgruntled employees and ending the employment on good terms;
Demonstrating to remaining employees that improvement is an ongoing priority, and,
In some cases, discussing options with the employee that would make them re-consider leaving.
Getting the Most Out of an Exit Interview
How can you run an effective exit interview to make sure the goals above are achieved?
Keep it optional to ensure that somebody giving you the feedback actually wants to provide it;
Run it face-to-face whenever possible for optimal communication;
Always listen and take notes rather than talking too much;
Keep it professional and refrain from attacking the departing employee; and
Remember who the feedback’s coming from, as some people will give negative feedback for no other reason than because they’re jerks (and you’re probably not upset those people are leaving).
Unfortunately, many companies avoid exit interviews for the simple reason that they do not want to listen to the criticism or they feel it’s a waste of time. Do you agree? Or have you found value in exit interviews and added it as part of your recruiting process? Share your thoughts below.