Adopt flexibility
Flexible work approaches including part-time, job share, work from home or hybrid options are the way forward. Allow existing staff to have options and make this clear when recruiting for new talent.
Prevention through retention
Conduct regular check-ins with your team to see how they’re feeling. Are they engaged, motivated, challenged, rewarded? Are they adopting work-life balance practices? Think strategically about solutions you can offer to make changes. If there’s no solution, perhaps you can encourage transparency for external opportunities to be pursued.
Trust your gut, hire fast
When recruiting, a candidate that impresses you at the first interview is likely to do the same for the second and third interviews. While you’re spending time coordinating interviews with other candidates and internal stakeholders, your preferred choice could be signing an employment contract with your competitor.
While it’s best not to put all your eggs in one basket too soon, have at least one or two candidates up your sleeve.
Ask, never assume
It can be easy to rule out candidates based on judgments you make, when there could be reasonable explanations. If a candidate ghosts an interview and won’t answer calls, it’s quite possible there is valid reason. Allow the candidate the opportunity to explain. Provide a follow up call and interview.
Fix it and nail it
If you’re having difficulty filling a job, take a closer look at what you’re asking for. Is it too junior, specialised, or are you asking for one person to do a three-person job? Re-evaluate and readvertise with a fresh approach.
Skills are transferable
When a job applicant possesses the core skills you’re after – but may have experience in a different industry, sector, software tool or machinery, keep in mind skills are transferable and they can still successfully fulfil the job criteria. Naturally, they may require extra training, but chances are they’ll pick it up quickly.
Article source: Business Australia
