Hiring and Talent Retention Tips

In today’s tight job market, how you go about executing your hiring and retention strategy will help ensure that you’re not only finding the talent you need but keeping the talent you already have. We’ve assembled some of our top Hiring and Retention Tips so you can help your team architect a winning recruiting strategy.

Hiring and Retention Tip #1

UTILIZE behavioral assessments as part of your candidate screening process. It doesn’t matter the level of the position. Hiring for attitude, behavior, and cultural fit is just as important as measuring whether the candidate can perform to your expectations. TEST everyone!

Hiring and Retention Tip #2

DEFINE success for every position. Identify the position’s outcomes, deliverables, expectations, metrics, and KPIs. Link this back to organizational and departmental goals. Define your expectations on a timeframe from 30 days extending out to 12 months.

Hiring and Retention Tip #3

ASK for examples during your interviews. Help your team members be successful in hiring the right people by urging them to ask for examples. Has the candidate done it before, and should they be confident in articulating their expertise in an area? Once you start to ask for examples, you are now on a quest for the truth.

Hiring and Retention Tip #4

BECOME a magnet to candidates, so they are drawn to your company. Stop posting traditional and generic job descriptions. We recommend posting a more compelling, outrageous, bold, marketing-oriented statement that explains what a potential candidate will learn, how they will matter to your success, and what they will become for having been in that role for 18-24 months.

Hiring and Retention Tip #5

UNDERSTAND the team dynamics and impact that a candidate will have if they were to become part of the team. Much like behavioral data at the individual level, dive into the dynamics of how a person’s natural style will support the team’s initiatives.

We leverage science and data from Predictive Index as just one aspect of our hiring and personal development formula. We set the foundation for creating a workplace where everyone can do their best work. The Predictive Index Behavior Assessment gives us a roadmap for asking better questions and predicts how people’s unique needs and motivations will fit with our organization’s strengths and weaknesses. Take the Predictive Index Behavioral Assessment to find out more!

Author

  • Mike Mosel

    Vice President of Organizational Development

    Mike is passionate about helping organizations align employees with work that is most energizing to them, building winning teams, and executing on the promise of their mission and brand. His expertise is particularly relevant in industries like construction, hospitality, manufacturing, general contracting, and facilities management or those businesses with growth opportunities specifically related to people. He brings nearly 20 years of hands-on CEO experience having owned, operated, and exited a number of businesses in those marketplaces. Mr. Mosel brings a strategic vision to The Building People leadership team that complements our company mission of transforming the built environment at the intersection of real estate, technology, and people. His area of expertise will support our internal and client-facing solutions around workplace transformation, talent optimization, and the power of science and data.

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