Beyond Job Descriptions: Employee Acquisition and Retention

Blount Law primarily represents business owners in the southwest Florida region.  Since we represent business people during the normal course of business as well as during stressful litigation, we gain a valuable understanding of how they address the routine problems that all business owners experience as well as challenges that are unique to their businesses.  We frequently visit our clients on-site to get a feel for their organization and daily operations.  One common issue that we almost always hear from business owners is the human resources challenge of employee acquisition and retention.

Our clients are experts at what they do; that’s why they started their own businesses.  However, our clients (and almost all business owners) struggle with the seemingly never ending task of finding, hiring and keeping the right employees.  Through experience advising and representing entrepreneurs for over 20 years, I have learned that attracting the right candidates is the first step in hiring and retaining successful and loyal employees.

Attracting the right candidates to your business begins with your job posting.  Create a job posting that not only conveys the job description of your desired employee, but also paints a picture of your corporate culture and what your company can do for the employee.  Statistically, job postings that include descriptions of employee benefits and growth opportunities receive responses from higher quality candidates.  Huma resources surveys conducted across multiple industries show that candidates who responded to employment advertisements written from an employee-centric perspective remained employed at their new jobs longer than candidates who answered a basic advertisement with a list of duties separated by bullet points.

Business owners often say that many, if not all, skills needed for their open positions are simple to teach and can be learned on the job.  However, teaching an employee to fit in with an established corporate culture, which is essential for success of the business and employee, can be difficult.  Not surprisingly, most employees who leave state that they had a problem with their boss, or were not pleased with their working conditions prior to seeking another position.  The most common reasons that employees leave are related to the culture within the workplace.  Does everyone pitch in for the greater good?  Do people work late, come in early and dig deep during busy times?  Are there frequent office social gatherings?  What opportunities are available to grow and move up within the company?  Does your company have an open-door policy for new ideas?  Are there quarterly happy hours, family picnics, or office bowling events?  Describing what you can do for an employee and what their day to day life as an employee would be like will help you attract better quality candidates who will be the right fit with your business and current employees.  The result will be a long-term employee who is invested in your business and your team.

 

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Written by blountlaw