Why is retention more important than recruitment?
Finding the right candidate is hard enough but ensuring that the candidate remains the right candidate as the organisation grows and develops is even harder. Placing a candidate with an organisation with the right skills to complement their business is a difficult task especially when an Employer organisation can be changing due to market conditions beyond your control. Yet the single most common complaint amongst Employers are placements failing to stand the test of time and staying for a reasonable period of time, whatever that might be.
Understanding the culture of a business is key to placement longevity as well as understanding the drivers and motivators of the candidate you’re working with. I remember placing a Senior Estimator with a Company back in the 1990’s who stayed with that Employer until he retired a decade later. Location was the key factor in his choice of new Employer and he was prepared to forego better financial offers with better prospects to find a new position that gave a better work/lifestyle balance closer to home. Understanding that element of the process enabled me to place the candidate and also for him to remain in their employ in the long term.
How often do Recruiters spend time with their client discussing retention issues? Is it really their problem? Of course it is as it will affect their future relationship with any candidate they place. How often do they challenge poor management in your organisation? It’s easy to accept that low retention will offer more vacancies in the future but in the digital age with more information available about prospective Employers a failure to address the issue might lead to Agencies just stockpiling unfillable vacancies.