Tammy Tsonis
Tammy TsonisDirector of Human Resources
My name is Tammy Tsonis and I’ve been with FSI since March 2022. I am a SPHR certified Human Resources Professional with over 20 years of HR experience working in various industries.
Employers all over the country and beyond are continuing to have challenges in hiring and retention. Unfortunately, the Pandemic has not only affected business logistics, structure, and working arrangements, but hiring and retention trends, as well.
How can managers find the right candidates and retain them for a significant amount of time?
These helpful tips will get you started:
Hiring is a multistep process that must be tackled correctly from the beginning. Before posting a job vacancy, it’s important for a hiring manager to thoroughly review the job vacancy’s function in the overall organizational structure, current and future goals for the position, as well as financial and ongoing training commitment. Once this is determined, managers will have a better sense of what he or she is looking for.
The next steps will take you through the complete hiring process:
  1. Review Job description for accuracy – A job description is an important first step. An accurate and up-to-date document will help you, as a manager, better evaluate your candidate’s potential fit for the position. It will also help the candidate get a good sense of what the job entails. Be sure to determine which skills are required for success in the role, versus those that are preferred. Some candidates don’t necessarily have all the checks in the box, but would still make great additions with training in non-required skills.
  2. Determine competitive salary based on current job market – Set a salary range and budget for the position. Companies like Salary.com, PayScale, Glassdoor, and others provide salary information based on geographic location, industry, and job level. Gallagher and Gallup also allow you to participate in Compensation Studies and purchase results based on similar organizations and nonprofits. Reviewing this data will help you set a reasonable salary range that will attract the right candidate.
  3. Prepare behavioral or job-related questions for the interview – Refer back to the job description to create job related questions. If there are any challenges or projects planned for the near future, be sure to ask your candidates about their experience in these specific areas. Always ask your candidate open-ended questions and have them cite specific examples.
  4. Watch for these red flags during the interview process:
    • Tardiness/No Show – Did the candidate arrive late to the interview or didn’t show up on the scheduled day? This may be a warning sign, especially if there wasn’t an emergency or a valid excuse. If you choose this candidate, he or she may repeat the pattern when hired.
    • Constant rescheduling and disorganization – This behavior may signal potential problems in organizational skills on the job. Move on to another candidate, especially if the job requires juggling between different tasks, departments, or frequent deadlines.
    • Unpreparedness – A candidate who comes to an interview unprepared can also signal many potential problems. This candidate may not be truly interested in the position or the organization. They might just be looking for a paycheck and may leave if there’s a better offer from another potential employer.
    • Checking phone, watch or clock, repeatedly during the interview – This behavior is not only rude, but it may signal potential issues with focus, attention, and time management on the job.
    • Arrogance – There is a fine line between confidence and arrogance. It’s important for a candidate to be confident in their skills, but if he or she boasts that they are the best in the business, this can be a warning sign. This type of candidate may refuse to take responsibility, blame others for their mistakes, or may just be insecure about their skills and trying to overcompensate.
    • Lack of career goals – A candidate with a lack of career goals may also mean an unmotivated employee. Most candidates, even those in entry-level positions, will have some idea of how they would like to progress in their career or the organization in the future. Candidates without goals often meander through life and will often do the same in their job.
    • Asking too many questions – Candidates who ask too many questions during an interview may be lacking skills or preparedness and using this technique as a distraction.
  5. Move fast – If you find a great candidate who has the majority of the skills and ambition you’re looking for, don’t wait too long to move the candidate to the next phase of the recruiting process. Great candidates are in high demand and will be snatched up fast!
  6. Send out the offer letter, but be prepared for negotiations –Skilled candidates still have the upper hand in negotiation in today’s market and will often ask for higher salaries and flexible schedules. Negotiations are all about give and take. Investing in a higher salary for top candidates and a sign on bonuses may mean the difference between a quality employee you will retain for years versus a mediocre employee who may leave in 6 months.
  7. Run a background check – All offer letters should be contingent on a background check. Background checks help an employer determine if there may be any issues that expose the organization to liability. When a candidate‘s background check comes back with issues, remember that the only reason to disqualify a candidate is if these issues are directly job-related. For example, if you’re hiring a company driver, it might not be a good idea to continue the hiring process for a candidate who’s had repeated DUIs or an expired driver’s license.
Once you have your best candidate hired, how do you ensure they’ll stay with your organization for the long run?  There’s no foolproof plan, but the action items below will increase your odds:
  1. Open communication – Open communication is always a top priority for any employee. An organization should keep their employees informed of potential issues, changes that impact their jobs, and both wins and losses in business. Of course, not all information can be shared, but making a priority to keep employees informed will help create a trusting and productive environment.
  2. Engage employees – Most employees want to feel that they have a purpose in their organization. Managers should keep employees engaged by encouraging them to create professional goals, be there to support them, and listen to their concerns and ideas.
  3. Develop employees – Many employees are concerned about career progression. Managers should have discussions with their employees on any skills employees feel they need to develop, any additional training needed to perform their jobs, and changes in career paths that they would like to pursue. Part of a manager’s role is to help their employees reach their potential.
  4. Reward good performance – If you want good performance to continue, show appreciation for it by acknowledging their hard work with a simple “great job” or the occasional reward. Employees are motivated to continue performing high if their manager and organization notices and shows their appreciation.
Hiring and retention are difficult areas to navigate through, especially in our current market. A little prep work, research, and dedication to creating a great work environment will help find and keep those great employees!