Four “R’s” of Employee Retention and Recruitment

 Four “R’s” of Employee Retention and Recruitment
As we move into 2011 there are expectations the economy will improve, and some employers are beginning to hire and investing in longer term projects.

One concern that is beginning to arise is the potential of talent loss due to dissatisfied employees seeking opportunities outside their current employers. These are the employees the company retained through the downsizing and various reductions due to their skills and talents to help the organization succeed through the economic downturn. These are the employees that accepted the challenges assigned to them, and are now expecting some return on their sacrifices.

To avoid the loss of talent, and attract the new talent needed, organizations will need to take a look at how they support their employees and identify specific areas to improve the moral and attitudes and contributing to the employees future.

There are four critical areas I have identified that will assist the organization through the challenge of keeping the talent and attracting new talent.

Effectively utilizing the “Four “R’s” of Employee Retention and Recruitment “, will improve the retention and attract the new talent for the future:

Recruitment- This “R” focuses on recruitment of talent from outside the organization. Recruiting to fill the immediate and long term needs for skilled talent in our industry will continue to be an obstacle to our growth potential. Therefore, out of the box and creative approaches will be needed to recruit talent.

• Recruitment of talent from outside the organization will include a variety of approaches. There is no one successful approach in finding skilled talent.
• Advertisements will take a focus on what organization has to offer as a career and a long term employer with very competitive wages and benefits, seeking employees that will take the company into the future.
• Special events utilized to identify skilled talent. Some examples are: rodeos, race car, motor cross events, trade shows, and vocational schools.
• Apprenticeship programs will be utilized to “grow” the needed talent.
  

Retention- This “R” places a great deal of emphasis on developing the talent within the organization to meet the immediate and long term skill set needed to take the organization into the future. Development of internal talent will include the skill sets for technicians and non-technicians.

• The first priority will include developing the skills in the basic skills needed to accomplish the individual’s current job responsibility.
• The second priority will include the opportunity to develop skills that will support the employee's desire to advance within the organization. 

Respect in dealing with each other will lead us through the challenges that will occur. There will not always be an agreement in everything we do, but everything we do can be handled in a manner of respect. The issues should be addressed based on the issue, and not on the person.

Relationships that are positive between employees encourage an environment that allows growth and development as individuals and as teams. Through positive relationships the organization will recognize the needs of the market place and introduce competitive products and services that add value to our customers. Strong internal relationships encourage strong relationships with our customers. Recognition is important to all of us. It is important we seek the opportunities to recognize individuals and teams of employees on their successes and contributions to the organization. Each supervisor should develop their own way of providing employee recognition for their areas of responsibilities. The types of recognition will vary based on the event, the location, and the employees.