Amidst the fierce competition for good professionals, many companies resort to talent attraction and retention. Creating value for those in the market whilst keeping the team motivated is not an easy task.
Many managers fail to truly appreciate the importance of HR practices, which ultimately leads them to fall short of expectations. Some managers do understand, but are nonetheless unable to attain expected results.
Why is that? We answer this question by listing critical errors made by corporate HR departments when seeking talent attraction and retention. Check it out:
1. Not having an attractive benefit portfolio
What benefits does your company offer to its employees? Does the team consider them to be attractive? Which criteria did the company consider to establish such benefits? Are they sufficient to promote talent attraction and retention?
If these questions have never been raised, your company’s HR department is not efficiently devising strategies for talent attraction and retention. Understanding the most sought incentives among your employees is paramount to choose the right benefits.
Therefore, perform a thorough research, analyse the company’s investment power, disclose the benefits to the team and map the satisfaction in order to make any necessary changes.
2. Poorly-structured career plans
A career plan is sought by people wishing to invest in their professional lives aiming to have appropriate guidance. A poorly-structured career plan not only endangers the reputation of the HR department, but also discourages employees and causes negative impacts on talent attraction and retention.
An interview should be made with each employee in order to understand individual perspectives. After capturing the purposes of each employee, the next step is to find a balance between employees’ expectations and the company’s goals.
Most of the time, the error is caused by the lack of monitoring the professional progress. Feedback, planning and training are essential to reach the expected results.
3. Defining unreachable goals
Many of the team managers understand the importance of defining goals to motivate employees, giving them purpose, and improving the talent attraction and retention. Failure lies in the difficulty index placed on such targets.
Just as bad as not providing individual goals is expecting results that do not represent challenges or that are actually impossible to reach. Talented employees feel motivated when stimulated and when they are given the opportunity to show their potential.
The SMART method should be used in these cases. This technique states that goals need to be specific, measurable, achievable, realistic and time-bound in order to be effective.
4. Bad organizational environment affects talent attraction and retention
No employee can feel comfortable and at the same time accomplished in a job where the organisational environment among colleagues is not good. Poorly-managed conflicts cause discouragement, a drop in performance, absenteeism and also high turnover.
This negative factor ends up reflecting on the market since the company’s image is affected every time the employee complains of stress at work, of the difficulty of interaction and of the lack of commitment in solving this issue.
The best way to approach this opportunity in a preventive matter is to use a climate survey to measure the work environment with data provided by the employees themselves.
Such survey must be periodically applied. The results need to be forwarded to the team, and any improvements made need to be acknowledged by them. As the opportunities are corrected, the manager is able to create and strengthen the company culture, developing initiatives with a focus on talent attraction and retention.
5. Poorly-defined processes
The absence of a Job Description as well as the HR department’s inability to manage the positions overload employees and decrease the group’s productivity. The lack of an organization chart and of task delegation shows a lack of preparation to manage a team.
When an external recruitment vacancy opens, the company needs to have an attractive job offer to capture the best talents for the job. Without a job description, there is a huge possibility of attracting professionals that do not fit the profile.
Many people are discouraged at their very first day at work when they realize they were hired to do something, but they will actually take on completely different responsibilities.
Finally, poorly-defined processes affect all the other retention actions. A career plan cannot be structured if the manager himself does not know the attributions of the position sought by the employee, making it impossible to reach the goal.
In order to solve such failure, the managers in charge of human resources should partner with sector leaders to define the responsibilities of each position. Seeking information in both the competition and the market also contributes to this structuring.
6. Poor communication
How does the leader communicate with the people he leads? Is there a tool to share relevant information with the group? A lack of empathy and clarity from the manager when communicating with an employee affects the results of the team.
It is quite common to find managers complaining of the low productivity of an employee, that so and so employee does everything wrong, and that he is overloaded due to having unprepared professionals at his service.
What is actually happening is that each employee absorbs information differently, and therefore, communication must vary according to their different profiles. Another big mistake is to delegate tasks for those who are not trained for the job.
Additionally, not using tools to report important issues, such as changes in procedures, growth opportunities, period results, promotions and other messages, creates speculations and conflicts that could have been prevented.
Therefore, do not hesitate in using emails, cell phones, meetings, corporate newsletters, notice boards or any other communication vehicle to disclose anything that may be relevant for the employees. Transparency is highly valued. Invest in it!
7. Inconsistent training programme
The lack of criteria when developing employee training programmes shows the team is outworn and has no proper guidance. What happens is that leaders define training in order to motivate, without actually understanding the real need.
Understanding the indicators, identifying the group’s difficulties, defining a gap between courses, following up after the training and establishing goals for the employees cannot be overseen.
Employees need training to improve their performance and also to ease their daily routines. Employees do not feel motivated when training topics are not relevant for their personal or professional lives.
Have you been able to identify any of these errors on your company’s talent attraction and retention strategies? Do you want to learn more about how to make your corporate culture more attractive and satisfying? Click here and learn more about HR management.