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Do This to Keep Your Employees From Walking out the Door

According to a recent survey, nearly 30% of workers say they’ve left a job within the first 90 days of starting. When a company loses an employee, it can bring down other employees. It gives them reason to start looking for other opportunities themselves.

Not only might other employees jump ship, but clients often question it as well. When clients trust an employee and that employee leaves, they too begin to wonder if they should go with another vendor.

Whether a firm faces a mass employee exodus or just one valued employee resigns, the ripple effect of losing your employees is tremendous and can have a significant impact on the corporate bottom line.

How do you win the employee retention battle? To keep your employees working for you, consider my three recommendations.

#1 – Hire the Right Person

Success in business is all about people, people, people. Whatever industry a company is in, its employees are its biggest competitive advantage.  ―  Richard Branson

The Harvard Business Review points out that as much as 80% of employee turnover is due to bad hiring decisions. Organizations today are struggling, not because their customer base isn’t growing, but because they are hiring the wrong people. When you hire correctly, it makes keeping the right people much easier.

Why are HR professionals struggling to recruit the right candidate?

Consider the following job description:

Looking for a Social Media Manager with ten years of experience, fluency in 3 languages, knowledge of the Mexican, Latin American, and Chinese market, a Ph.D. in Marketing Science, responsible for over 10 staff members, immensely competent in driving strategic change. Oh, and a willingness to be paid $30,000.

I look at my fair share of job descriptions and sometimes I see certain requirements that are baffling. First of all, ten years of experience? Social media is not what it was a year ago, let alone ten years ago. It’s changed, it’s matured, it’s morphed, so there’s no such thing as an expert. There is almost no industry in which the work that is performed today is the same as it was ten years ago. Hairdressers maybe? Building a house? Yes, there are some, but the workforce and the technologies we use change all the time. We can’t post job descriptions that are looking for everything and expect to find that purple squirrel. Sorry. The candidate does not exist. No one has devoted a decade managing a brand’s Twitter account. The platform is barely 7 years old. Most businesses will no longer exist in thirty years or will look different from what they do today. Hiring employees who are likely to perform in the face of change is critical.

I have interviewed a lot of people in my career—and I do mean a lot. For more than twenty years, most of the interviewing I’ve done has been on behalf of my clients, who allow me to link their needs and wants with the best talent on the market. I’ve studied the art, evaluated processes, assessed tests. I can tell you one thing: Great employees are not born, they are made.

In fact, great employees can be defined by those individuals who are willing to learn new things and who can adapt to the changes and chaos within the industry. You cannot afford to hire for today. Hire for what it will look like next year, or five years from now. You don’t get a diversity of ideas from people who have been doing the same thing for years. You get breakthrough ideas from people who are new to your field. Cookie Cutter Candidates are the worst people to hire if you want someone to rethink or re-imagine your organization. As experts at attracting and qualifying high-impact talent, we can help you avoid painful hiring mistakes and reduce turnover by identifying the right people for your team that results in long-term success.

#2 – Offer better benefits

Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients. ― Richard Branson

First and foremost, people work to make money to support themselves and their families. Your staff wants things for their families just as you do. If your team is awesome, they deserve to be compensated fairly. Employees who can make 20% more at another company will go make 20% more at another company. If you want the best employees and you want to keep them around, you have to pay competitively. Pay rockstars to keep being rockstars. End of story. As the boss, research your local economy and find out the fair compensation for your staff. For decades, we have published our annual Salary Guide to help employers in Mexico remain competitive in their industry.

In this age of technological revolution, internet titans are all competing for the same talent. Google receives 3 million applications a year. Facebook recruits high-performing individuals while they’re still in college. These companies have no trouble finding top talent, and outstanding candidates are even willing to take positions below their skill level just to get their foot in the door. Why?

Apple offers tuition assistance, donation matching, and even a wellness center with dieticians, chiropractors, and medical professionals. Employees at Facebook enjoy unlimited sick days, as do people who work at Twitter. Need to blow off steam at Google? Delight in the company’s indoor bowling alley, hit some laps in the swimming pool, or take a midday siesta in a nap pod. New parents at Netflix get a full year of paid maternity and paternity leave. Amazon pays tuition for employees to take courses in in-demand fields and offers an intensive, month-long training and leadership program for new hires.

Where am I going with this? Make your company a place people WANT to work. This doesn’t mean you have to start installing a relaxation room full of fish tanks and massage chairs. Every company will be a little different in terms of what benefits they offer. And let’s be clear—there is no amount of perks that will persuade employees to stay if they are otherwise disengaged and dread going to work every day.

#3 – Praise, praise, praise

“I have always believed that the way you treat your employees is the way they will treat your customers and that people flourish when they are praised.” ― Richard Branson

It isn’t the technology or the product that makes a company great, it’s the people. How many of your employees come in each day willing to tear down walls for your organization? Have you identified your top talent? Do you tell them they are your top talent?

If you’re not appreciating your employees, you’re making a huge mistake. Making your staff feel valued allows them to work harder, trust you more, and stay in your company. The benefits are endless.

You can’t expect employees to function like robots. People want to know that they are valued and have an identity in your company. Much of this depends directly on the immediate boss. If you’re losing good people, you have a management problem. Help your team understand what they mean to the company. When they understand the vision of the business and how they fit into it, there is a less chance of them leaving. Today, right now, you have people on your team that need developing, managing, growing, and retaining. Appreciate those men and women who dedicate their time and efforts each day to make your company a success, because those are the people who are very difficult to replace.

By Fernando Ortiz-Barbachano

CEO & Founder of Barbachano International (BIP), the Human Capital Solutions leader in Mexico, Latin America, and the USA offering high impact executive search, executive coaching, and outplacement. 

At Barbachano International (BIP), we know that talent is the most important asset a company has. When people shine, businesses light up. Experience the BIP difference.

The post Do This to Keep Your Employees From Walking out the Door appeared first on Barbachano International (BIP).

source https://bipsearch.com/news/do-this-to-keep-your-employees-from-walking-out-the-door/

6 Tips to Help You Land Your Next Job

When it comes to looking for a new job, the search can be both incredibly exciting, and terribly overwhelming. Sometimes, even if you’ve covered all your bases—your resume is flawless, your cover letter is both sincere and professional, and you meet all the qualifications for the job—for one reason or another, you still don’t get a call back from the employer. You may not necessarily be doing something wrong, but there is likely more that you could be doing right. Here are 6 tips to help you land your next job.

1. Do your research

   Before you walk into your first interview, take some time to look into the company’s mission and history. Research what you can about the company, its core values, and its identity. If there is something unique about the company’s identity that stands out to you, mentioning it during the interview may be something that can make you stand out as a potential candidate. For instance, if the business is known for catering to a bicultural demographic, you could mention your own bicultural background to enhance your chances of being hired. If the company is a family-oriented practice, you should seek to highlight family values that distinguish you from other applicants. Not only does researching the company show you are serious about working there, it also offers you a glimpse into the company’s workplace culture.

2. Let your knowledge about the company’s culture serve as an asset

   Employers want to hire people who will fit in with the existing culture of the workplace. Assess what some of the key qualities of the company’s particular culture may be. Then, do a little bit of introspection to identify what qualities you possess that overlap with the characteristics of the company’s culture. Are you a team player? Would you consider yourself innovative? Do you have a positive attitude? Make a point of highlighting these particular qualities about yourself.

3. Use social media to your advantage

   In today’s day and age, social networking can be just as important as face to face interactions. Sites like LinkedIn have increasingly become relevant tools for career advancement. In fact, a recent study conducted by LinkedIn indicates that over 75% of people who recently changed jobs used LinkedIn to inform their career decision. It may benefit you to dedicate some of your time to updating your LinkedIn profile so as to help build your professional identity online. Moreover, your own social media presence should reflect the type of person you’d want potential employers to see you as. A quick search on Instagram or Facebook can open Pandora’s box, and that one picture you’re tagged in from a party you went to in college can be your downfall.

4. Dress the part

   Picture this: your resumé is spotless, you meet each and every qualification for the position, and you nail every interview question you’re asked, but you still don’t get a call back after the interview. Well, maybe it’s because you were wearing ripped jeans and a t-shirt. Even if an employer refers to it as a “brief and casual interview” there is most definitely such a thing as too casual (yes, even on casual Friday). And sometimes, your wardrobe choices may be the difference between you, and the slightly less qualified candidate who showed up in a button down and actually got a callback.

5. Email etiquette matters

   Before you even meet with an employer in person, your candidacy for a position is already being evaluated from any and all other interactions. You may even be vetted on your tone over email. Your tone should be professional, but you should also be genuine. There’s a fine line between what sounds professional, and what is overly formal. You should strive to be respectful, but also relatable. There is such a thing as too formal, and there is such a thing as too casual, but phrases like “I really appreciate your time and consideration” can really pay off.

6. Follow up

   After an interview, don’t just leave it up to fate. It may feel like the decision ultimately isn’t in your control, but you can still do your part by following up and expressing gratitude. This simple action can help the hiring manager remember you in the time after the interview, and it shows you are serious about your interest in working there.

Finding the right job is not easy. In fact, it’s harder than ever. Don’t lose heart. Barbachano International provides you with the right insights and tools to advance in your career. We can help you learn the types of answers hiring managers want to hear during the job interview and what questions to ask yourself before accepting the job offer. Read more articles such as this one on our blog—from winning resume samples to why you’re not getting a callback—so you can put your best foot forward and secure your future success.

WRITTEN BY: BARBACHANO STAFF

At Barbachano International (BIP), we know that talent is the most important asset a company has. When people shine, business light up. We help leaders and organizations unleash their full potential. Get in touch with us today at (619) 427-2310 or email us at barbachano@bipsearch.com. Experience the BIP difference.

The post 6 Tips to Help You Land Your Next Job appeared first on Barbachano International (BIP).

source https://bipsearch.com/news/6-tips-to-help-you-land-your-next-job/