First Published on Linkedin: https://www.linkedin.com/pulse/retention-new-recruitment-david-ducheyne/
Retention is back
Retention is back. Even more, it’s the new recruitment.
It’s increasingly difficult to find qualified people. There are two ways to tackle this challenge: inclusion and retention. Inclusion means that organizations are open to a wider variety of candidates. The second approach is focus on retention.
This is not the first time organizations focus on retaining their people. Every time someone leaves, there’s a cost. And every time there’s the question of how this person will be replaced. This is increasingly difficult. There is both a qualitative and a quantitative challenge.
The message is: before starting to look for a candidates, hang on to the people you have in your organization. It’s much cheaper to do so.
Retention is the new recruitment.
And that’s why retention is the new recruitment.
Questions
There are a lot of questions when designing a retention management.
- Demographics. What are we facing?
- What is the strategic importance of Retention for my organization?
- What is retention management? What is it not?
- How do we know we have a problem?
- What is evidence-based retention management?
- How to shape the recruitment process to enhance retention?
- What about reward and recognition? Which practices work?
- What about the impact of leadership? Which practices work?
- What about feedback and performance management? Which practices work?
- What about personalization of work like job crafting, flexibility? Which practices work?
- What about learning? Which practices work?
- What is the value of surveys, exit-interviews, … ?
- The bigger picture: how to define a people strategy that retains people?
- How to involve all stake-holders?
- How to follow-up?
- How to communicate about it?
