4 Ways to Find High Quality Candidates – 

(and why you might be struggling)

Finding and keeping high quality candidates can be one of the most difficult obstacles you will face, but it doesn’t have to be. Here at HRmango, we have the tools and knowledge to not only assist in filling those open positions but also to help your business flourish by focusing on other important work topics. A good job is like a solid relationship, it needs a good balance and compromise. With our knowledge-based tools, and our most excellent staff, you can say goodbye to expensive recruiting firms, poor candidate experience, and say hello to friendly faces and keeping more cash in your pocket. Let’s go ahead and take a look at a few reasons why your company could be having difficulties in attracting and retaining good employees.

  1. Determine if your Pay Rates are Competitive

Let’s talk about the elephant in the room for a minute. Whether companies like to admit it or not, pay is a critical factor in both attracting and retaining employees. How important the pay rate is will depend on your target demographic. Also, you need to know your market. HRmango can help you find up to date compensation data that will tell you if you are leading or lagging in your market. If you are leading in pay, you can be lighter on some benefits and still attract top candidates. If you are lagging in pay, make sure you are leading in benefits, dress code, work environment, flexibility, remote work or other areas like that. The “Total Compensation” needs to balance out.

  1. Beef up your Benefits Package

Once again, consider your target demographic. One of the main concerns some of your job seekers may have is benefits. Benefits are a way to show possible candidates, and current employees, your company culture as well as be a step up from your competition. Offering a good benefit package to your employees is a great way to show the company genuinely cares for and values their employees. This can include employee discounts, free meals, paid time off, attendance bonus or more on top of the usual (medical, dental, vision etc.) benefits companies give out. Good benefits can help you attract and retain good employees. However, if you are targeting and hiring a younger, single workforce, benefits may not do the trick. Also, benefits alone are not going to help you retain good employees for long.

  1. Improve your Culture and Environment

If your work environment is stressful and/or the employees do not feel heard or valued – rest assured, they are open to a new job elsewhere regardless of the benefits or pay you are providing. You need to make sure your company has a good recognition and training program for all of your employees. Make sure you are asking for employee feedback at least every 6 months in a blind survey. Please keep in mind that employee feedback surveys are of no use if there are no actions taken by the company to respond to their input or improve the environment.

Another way to improve the environment is offering calm break areas. Primary break areas can be located a long distance from an employee’s desk or work area. Consider the amount of time it takes to get to and from the break area for all employees. Offer breaks accordingly. If your employees feel heard and valued and your actions show that as well, the employee is more likely to stay with the company for a longer period of time. 

  1. Focus on Improving Leadership

Let’s face it – there are some amazing people in leadership roles but there are also some not-so-great ones as well. If you hire an employee and they get stuck with poor leadership, what do you think will happen? Of course, that employee will most likely end up leaving to find work elsewhere. Statistics have proven that over 70% of employees who leave a job voluntarily, quit their managers, not their jobs. We understand having leadership to run a team helps keep your employees reaching goals but having poor leadership will lower your overall stats and cause you to struggle to reach those goals. If an employee feels as though they can’t reach out to their leadership about troubles they’re facing (they need more training, they’re having a hard time mentally, etc.), they’re not going to reach out. This begins the downward spiral leading to resignation or quitting. A couple of ways to help combat this is to also gather feedback from employees regarding leadership. Don’t be afraid to ask the hard questions. This will help lead you to leadership evaluations. Evaluating your leadership team will help improve the moods of employees, help boost work ethic, improve attendance, and improve the general work environment.

Conclusion

Keep in mind, these are just a few ways and ideas to make or break a job for employees. If you are struggling with any of these things, or more in your company, and are feeling lost on how to improve them, check us out at https://www.hrmango.com/ . We have a highly creative service team, and we create custom solutions for our clients. We love to help companies succeed.

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