You’re not alone if your company wants to do more to retain its best recruiters. With competition for talent heating up, the ability to attract and retain recruiters has become a hot commodity. According to data from The Future of Recruiting Report, the demand for recruiting professionals has risen 63% since 2016. This means companies will have to do more to keep their best recruiters if they want to compete for the talent they need.
Even though most recruiters enjoy their jobs, recruiter turnover is alarmingly high. A recent study of Australian and New Zealand companies revealed a turnover rate of 26.9% for in-house recruiters. At a time when the war for talent is only getting more heated, retaining your best recruiters has never been more important. So what can companies do to keep their top talent?The future of recruiting is here. Learn how to attract & retain HR recruiters with the right solution for your organization. Click To Tweet
Development and Internal Mobility
Opportunities for professional growth and development: One way to retain your best recruiters is to invest in their development. Providing opportunities for professional development and growth shows that you are invested in your employees and want them to stick around for the long haul. Keep recruiters happy by focusing on their career growth. Recruitment is often seen as a stepping stone to other positions within a company. As such, providing opportunities for advancement can be a key retention strategy.
Offer continuing education opportunities: As technology evolves, so does the way that recruiters find and screen candidates. Make sure your company offers continuing education opportunities so your recruiters can stay up-to-date on the latest trends. This will show that you value their skills and keep them engaged in their work.
In this day and age, just about any skill can be transferred to another industry with a little bit of training. This is especially true for the recruiting profession, which doesn’t require a degree or certification and is constantly evolving with the latest technology. Recruiters who feel like they are stuck in a rut are more likely to leave their current position. Offer your recruiters opportunities for professional growth and development, such as training and mentorship programs, to keep your recruiters engaged.Robert Dean from @MojoHire goes through 8 KEY ideas to pursue to keep recruiters happy in 2022: Click To Tweet
Compensation, We HAD to Say It
A competitive salary and benefits package: This is a given. To attract and retain top talent, you need to offer a competitive salary and benefits package. Recruiters are in high demand because they can transfer their skills to multiple industries. If your company isn’t paying enough or providing the right mix of benefits, your recruiters will likely look elsewhere.
Help them feel safe and secure: The LinkedIn Talent Blog has recently released a study that shows that job security has become a top priority for recruiters when job hunting. The study showed that job security jumped 21% as a priority, followed by a purposeful mission which rose 19%. This may mean that recruiter candidates may be especially receptive to outreach that is mission-based or addresses job security.
Company Culture and Engagement DO Matter
A positive work environment: If your company culture is toxic or engagement is low, your best recruiters will be the first ones out the door. Investing in your recruitment team is essential if you want to win the war for talent. By taking steps to retain your best recruits, you’ll be one step ahead of the competition. Creating a positive work environment is key to retaining any employee, but it’s especially important for retaining top talent.
A positive work environment is crucial for retaining top talent. Make sure your recruiters feel like they are part of a team and that their voices are heard.
Create a great company culture: A great company culture is key to attracting and retaining top talent. Make sure your company has a fun and engaging workplace culture that people want to be a part of. This could include things like social events, team-building activities, and flexible work arrangements.
The Hiring Process Needs Help
Remove redundancies: It’s no secret that unnecessary steps and redundancies can bog down the recruiting process. But did you know that by streamlining your process, you can make your team more productive and improve recruiter retention? By eliminating unnecessary steps in the hiring process, you can give your team more time to focus on the tasks they enjoy and can add the most value to. As a result, they’ll be more engaged in their work and less likely to burn out from tedious, time-consuming tasks. So, streamlining your hiring process is a great place to start if you’re looking to improve recruiter retention and productivity.
Assess Their Goals Properly
Stop creating impossible goals: If recruiters feel that their goals are unrealistic and they constantly struggle to meet them, they may feel disengaged and frustrated. This can cause them to leave their jobs, leading to a high turnover rate. If recruiters feel like they are a part of setting the goals, they will be more likely to take pride in meeting them. This can help to keep them engaged and motivated throughout the recruitment process.
One potential way to engage recruiters is to give them different rankings or levels of difficulty when assessing their performance and setting goals for them. This can help ensure that the most challenging positions are not unfairly weighted and that recruiters feel like they are being measured fairly. It can also make it easier for them to meet their targets, as they will be able to gauge their progress more accurately.
Get the Hiring Managers on Board
Get your hiring managers in on the retention efforts: Good recruiters are hard to come by—and keeping them happy should be a top priority for any company. A recruiter’s job is difficult enough without having to fight for information or support from their hiring manager. When hiring managers are more available and take an active role in the process, it makes the recruiter’s job easier and helps to retain top talent.
This might involve reviewing requirements before the recruiter writes a job description or having hiring managers reach out to promising candidates themselves. You can also give recruiters the chance to provide feedback about their hiring managers. By taking these steps, you can create a better experience for everyone involved in the recruiting process.
Flexibility and Work-Life Balance
When your focus is to attract and retain recruiters, flexibility is key. Many recruiters are attracted to the profession’s flexibility. Recruiters can often set their own hours and work from home, which allows them to have a better work-life balance.
Work-life balance: A work-life balance that allows for a healthy personal life and good work productivity: A healthy work-life balance is essential for all employees, but it is especially important for recruiters. Recruiters often work long hours and weekends, so it’s important to ensure they have time for a personal life.
Technology that HELPS, rather than HURTS
Remove broken, clunky HR systems: And, most importantly, the latest tools and technology to do their job effectively: Recruiters rely on technology to do their job effectively. Ensure you have the latest tools and technology to keep your recruiters engaged and productive. Legacy platforms or, worse, ineffective Talent Acquisition modules bolted onto the HRIS or HCM can make a recruiter run for the hills. At its best, recruiting is a people-centric profession. Recruiters love meeting new people, hearing their stories, and playing a role in changing their lives.
Unfortunately, repetitive manual tasks can often get in the way of recruiters being able to focus on the aspects of their job that they love most. Many recruiters get frustrated with the job they love because they have outdated information, struggle to toggle between systems, and have to work with tools not built for Talent Acquisition at all.
By reducing the amount of busy work your team has to do, you can help them fall in love with their work all over again. For example, adopting a powerful systems overlay like MojoHire will allow recruiters to consolidate all their essential data in one easy-to-access place, freeing up time to focus on more people-centric tasks. In turn, this will help retain your star recruiters who are looking for more meaningful work. So if you want to keep your team happy and productive, take a close look at ways to eliminate unnecessary busywork from their days.
For attraction and retention, powerful technology that allows recruiters to do their job faster and easier is so important. By having efficient tools at their disposal, recruiters can focus on finding the best candidates for the job while spending less time sorting through resumes or screening potential candidates.
In addition, a great recruitment process that uses technology can help to build a positive image of the company, showing that it is a forward-thinking and innovative organization that is invested in its employees. This can be a huge draw for prospective candidates who want to work for a company that is on the cutting edge and cares about its workers. A strong recruitment process that uses technology can help to improve retention rates by making the process simpler and more efficient for everyone involved.
With low unemployment rates and the competition for top talent heating up, it’s more important than ever to ensure your recruiters are happy. Luckily, you can do many things to improve their job satisfaction. From offering them flexibility and work-life balance to compensating them well and giving them the technology they need, there are plenty of ways to show your recruiters how much you appreciate their hard work. Which of these strategies are you going to start with?
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