What do you think is less expensive? To find, hire and train people or hire experienced people you will need? Is it a better investment to try to develop the talent you will need? If you decide to develop the talent you will require, how do you decrease the chances that this talent you developed won’t go elsewhere?
Eventually, business owners have to make this tough decision whether they are going to be “exporter” or “importer” of talent. By default, most companies are gross importers of talent.
Fetch in People Better Than Yourself
There is always a shortage of talent and immense pressure to grow in a small company. To sustain the resource scarcity, leaders resist high standard of selection. The selection must be thoughtfully done by the right people, as initial employees’ builds depth in company and danger of start-up collapse is reduced during initial years.
Plan Career
Instead of grabbing the talent, the perspective of recruiting must be an alliance of mutual growth. Learning about the prospect’s aspiration and 5 years vision helps to plan a ladder of internal growth. Intention to support the professional journey and merge with the corporate structure is the best bet.
Employee Grow Every Year
Business advisors suggest every employee in the company must increase productivity by 3 to 5% every year as the cost of doing business increase annually by this amount.
A leader recommends, to increase output they must convey clearly to employee “they are not failing”. And they don’t mean “Work harder” but “Upskill”. Career is a never-ending learning process and adapting to advanced technologies and innovations is a must. Strangely you will find this statement in most of the resumes.
Cost-Effective Advances
There are lots of cost-effective options like free course online portals e.g. Coursera. External agencies can help too with a couple of hourly sessions to improve talent between work hours. Basic and advanced skill development along with encouraging learning improves speed. Employee longs for career growth and this prevents them from going into another company.
Appreciation of The Efforts
Business success depends on employees working hard through bad and good times. Appreciation embedded without favouritism into company culture prevents an employee from moving on. Even handwritten “Thank you” card can create positive mind imprint. Working through strict deadlines must be rewarded with flashy projects to motivate them.
Entrepreneurial Spirit
Encouraging an entrepreneurial spirit doesn’t mean managers want employees to start their own companies. Project ownership and overall client communication promote learning from mistakes. Responsibility makes an employee feel like they are creating an impact. Challenging projects too can improve expertise dramatically.
Develop Leaders
People don’t leave a company, they leave bad bosses.
The organization must give financial training to leaders so they think like an owner. Regularly mentor leaders to create harmonious work culture as company’s development is driven by employees. Train leaders on how to develop employees. Formal mentoring can save you from losing key players of your company.
Long Awaited Increment
The concern of managers in giving someone a salary increase, even though they are not more productive than the previous year is genuine. If the increment is not given for a long time, this adversely affects the work output. Then leaders can understand the need of people to become more productive.
At BDS Recruitment Services, one of Top 10 International Recruitment Agencies in the UK understands the proper blend of exporting and importing talented individuals. As a Professional Recruitment Agency, we keep in mind the holistic approach for long-term benefits of our clients. We are more than Recruitment Services, because we care!
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