Guest Post by Geneviève Héon – A social recruiting campaign and employees referrals often help hiring managers during their recruitment of top talent. Keeping prime employees starts with recruitment strategies and should have no end.
3.Difficult supervisors often drive top talent right out the door. Micro-managers and tyrants make key workers look for saner places of employment, while managers who do not give enough feedback face the same losses.
4. Great workers stay engaged when surrounded by like minds; using employees referrals helps build phenomenal teams.
5. Top talent often wants to share in processes of various projects; knowing that they are contributing and incorporating ideas keeps them developing along with projects and the company.
6. Recruiting strategies and employees referrals often include attractive salaries and benefits; however, after time, key employees leave to find higher starting wages and better benefits. Companies need to research wages and benefits to retain leading workers.
7. Workers leave after realizing the hiring process was to fill an empty gap instead of a search for talent. Continual updating of recruiting strategies and following up on employees referrals helps keep an ample supply.
8. Many workers want to learn new concepts and ideas on a regular basis; a company needs to offer new and updated training to keep a strong team.
9. Numerous rules and regulations cause more restraint than prosperity. Many companies have outdated and/or unnecessary rules and regulations; instead, use principles and get rid of unneeded statutes.
Geneviève Héon is a Community Manager at matchFWD, a social recruiting startup and also Employer Marketing Coordinator at Illico Hodes. She has a bachelor’s degree in Public Relations from the University of Quebec in Montreal (UQAM). She recently collaborates with Montreal Tech Watch to cover some tech events. e-mail : firstname.lastname@example.org
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