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  • Sheri Bender

Real Talk on Recruiting and Retention

Hey there! Let’s dive into the world of HR and recruitment, but I promise to keep it real. We’ve all seen the job market turn upside down lately. With everything from the sudden love affair with remote work to the endless debates over AI in recruiting, it’s been a wild ride. And let me tell you, as someone knee-deep in the trenches of HR, the view is quite something. In this blog, I'll offer insights into five areas that impact recruiting and retention and provide strategies that could add value to your interactions with both candidates and employees.


AI and Automation: Friends or Foes?


The integration of artificial intelligence (AI) and automation into recruitment processes offers a significant boost in efficiency. These modern technologies are a comprehensive toolkit for sourcing candidates, screening resumes, and conducting preliminary interviews. However, they lack the individualized touch of a friendly smile or a firm handshake. This requires recruiters to be nimble and adapt to new tech while combining the irreplaceable human touch to create a recruitment process that is both effective and personal. Achieving this balance is a common goal among companies, though it's not without its challenges. Navigating this fine line can sometimes feel like trying to balance on a tightrope while wearing oversized clown shoes.


Employer Branding: More than a cool office and snacks


In a market where competition for top talent is fierce, a strong employer brand can be the difference-maker. In a world where candidates can afford to be picky, a compelling employer brand not only influences a candidate’s decision to hit “apply” it also communicates your organization's values, culture, and commitment to employee development. This strategic emphasis on presenting an authentic and attractive company image has become indispensable in drawing in the kind of skilled professionals who can drive your business forward. It’s about creating a narrative that makes top talent see your organization not just as a place to work, but as a place to grow, contribute, and be a part of something meaningful. When you do this, you not only attract candidates but begin laying the foundation of retention from the very first interaction. A strong employer brand is not just a recruitment tool; it is an essential element of your organization’s identity.


Two women interviewing a potential candidate for a job via Zoom
Successful Recruitment Goes Beyond the Interview


EX: Your Company’s First Impression


Let’s not forget the candidate’s experience. Ensuring a positive candidate experience has taken center stage. Recognizing that today's candidates could become tomorrow's clients, referrals, or even future employees, companies are streamlining application processes, improving communication, and providing constructive feedback to build lasting relationships with potential talent. Beyond recruitment, the focus shifts to ensuring a positive new employee experience, critical for long-term retention and satisfaction. Personalized onboarding programs, engagement analytics, and technology driven solutions are essential components of a strategy designed to integrate new hires into the organizational culture smoothly and effectively.


Data Analytics: The Crystal Ball of HR


Data analytics and predictive analytics are the crystal balls of HR, giving us glimpses into the future of recruiting and retention and revolutionizing HR processes. By tracking the performance of job postings, analyzing candidate behavior, and predicting job fit and success, these tools allow organizations to refine their talent acquisition strategies for better outcomes. Data can also support retention strategies by identifying the reasons behind employee loyalty or forecasting which employees are likely to succeed in different roles. These tools contribute to strategic decision making.


Retention: Keeping the Magic Alive


And once you’ve got the talent through the door, the real work begins—keeping them.

Innovative onboarding, engagement strategies, and making sure people feel valued and heard are what turn new hires into long-term team members. Keep in mind: you only get one chance to make a first impression – ensure it’s both positive and memorable!

So, there you have it—recruiting and retention from the frontlines, no sugar-coating. It’s about blending the old with the new, the ability to adapt, embrace data-driven strategies, and prioritize the candidate and employee experience. Embracing these strategies will be key to attracting, retaining, and nurturing top talent. And as your go-to HR consultant, I’m here to navigate this ever-changing landscape with you. Let’s keep it real and get those results together.


Which one of these strategies will be most helpful for you?

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