- Introduction
- Defining the Attrition Problem
- Strategy #1: Spend Time Developing and Benchmarking Incentives
- Strategy #2: Subsidize Education and Certification
- Strategy #3: Change Locations
- Strategy #4: Rotate Employees
- Strategy #5: Combat Poaching by Encouraging Referrals
- Strategy #6: Just Ask: Are Your Employees Satisfied?
- Strategy #7: Spend More Time Recruiting
- Conclusion
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Strategy #7: Spend More Time Recruiting
With huge projects ramping up within exceedingly short windows, it can be hard to convince management to allot more time to the recruiting process. However, it's difficult to retain good employees if the company doesn't have a process to hire the right people in the first place. Simple measures, such as incorporating skills tests that relate directly to the job in question, can help companies to determine whether the applicant is indeed an expert programmer or merely an intermediate programmer. Having employees interview candidates also may increase the chances of success, as these employees can better identify potential personality clashes that HR personnel may not spot.
Your company can either take the time upfront to hire the right employees or take more time throughout the year hiring the wrong employees. You won't be able to retain employees who don't have the skills, experience, or attitude to fit the job and your company.