Employees are one of a company’s biggest expenses — and also one of its most important assets. Unlike major capital costs (like buildings, machinery, technology, etc.), human capital is volatile. Employees need to understand that a company invests in them with a hiring decision, and that the company wants them to stay until they retire.
On a day-to-day basis, employees do not work for companies; they work for a manager. And managers can reduce that volatility using the Recruit to Retire best practices process, which includes everything that needs to be done over the course of an employee’s career with a company.
In the latest Contractor Operations Manual, Recruit to Retire Best Practices: Tactical Steps To Attract, Recruit And Retain Talented People, we explore the influence and impact of the pandemic; generational expectations; the advantages of remote work ; how to lead, communicate and incentivize behavior; the impact of this shift on organizational strategy and culture.
I. The Recruit to Retire Success Lifecycle
II. Attracting the Best Employees
- Create the Company Brand as a “Great Place to Work”
- Cultivate Your Culture
- Compensate to Win
- Employee Referrals Are Best
- Create Specific Job Postings
- Involve Employees in Interviewing Candidates
- Use Profiles When Considering Candidates
- Complete Documents Before Start Date
- Create a Concise Job Description
- Discuss Company Values and Vision
- Outline Expectations Clearly
- Follow Up with New Employees
V. Employee Development
VI. Employee Retention
For questions about this manual, please email Tom Soles, SMACNA’s Executive Director of Member Relations, at email@example.com.
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