Healthcare recruitment has experienced a paradigm shift and the power now lies with the prospective employees. The opportunities are flashing and arising every other day. Despite the fact that you have hired the best talent in your team, several factors might easily sway them away from your brand.  Leading recruitment process outsourcing companies note that along with better remuneration candidates lay equal emphasis on good work culture, growth and appreciation. To ensure you have your talent pool sealed and trusted, you need to have qualified retention policies in place. It must be an ongoing strategy and must be closely supervised by the Human Resource department to ensure the quality workforce is effectively engaged and rewarded to enhance job satisfaction and security and minimize retention.

Here are the top 5 incredible employee retention techniques that you must adopt in the workplace :

• Keep them engaged:

Mismanaged job description and an unplanned/ overloaded schedule are often the primary reason an employee shows low engagement. While managing the schedules and workload at times appear tough, with expert leadership, one can always work on flexibility and other aspects of the job such as employee appreciation, focus on teamwork, addressing the pressing issues and staying available for communication.

• Nurture Teamwork and Communication

A business that works together tends to offer better outcomes. Healthcare services are comprehensive and interlinked and thus it is important for the providers to work in accord. Teamwork is the primary quality you need to offer respected patient services and experience. Teamwork gains its strength from communication between the team members as well as the leaders. You must be available to address their issues and offer advice that helps them out.

• Pay what they deserve:

A pay hike is the most common reason employees leave an organization. While job satisfaction and job enrichment are two primary drivers for motivation, receiving a respectable pay for your work keeps an employee’s morale up. A fairly compensated employee also has more chances to meet his/her financial needs and thus more chances to respect his/her job/

• Recognition and rewards:

Besides compensation, a strategized reward and recognition plan is the key to make employees value their jobs. Annual awards for performance, flexible timings and bonuses works wonders in keeping the employee satisfied. Recruitment process outsourcing companies suggest that appreciation goes a long way in building team spirit and a sense of belonging.

• Help your employees grow:

An employee who feels that the company cares for his growth would never think of quitting. You must have active programs for counseling and career growth to ensure your employees feel that you care. Help them identify opportunities and develop new skills to ensure they stick with you for a long term.

A little effort in the form of leadership, towards employee satisfaction can help companies retain the best talent. While retention is becoming one of the gravest problems for the industries, a company following the above suggestion can curb the issue significantly.

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It’s no secret that hiring highly qualified candidates is one of the most important steps in building a successful company. And, when your organization is ready to expand into new markets worldwide, finding the right talent becomes even more complicated. If you are company is in a similar situation, you need to hire a global staffing agency. Glocal RPO, which itself is one of the leading global staffing agencies, lists the benefits of hiring such an agency for your recruitment needs.

Bigger Talent Pool

Having a global talent pool means plenitude of highly motivated, dedicated, and hard-working employees in regions around the globe. This comes with the added benefit of being to tap local talent pool allowing companies to diversify and strengthen their team.

Striking Competence

Competitive edge without a talented workforce is like going to a battlefield unarmed: the company has a plan in place but doesn’t have what it takes to win. This becomes much easier if the company is able to leverage the knowledge and understanding from a diverse team.

Cultural Understanding

Each country has its own expectations and demands. When a company hires local nationals as opposed to sending foreign nationals in the country. Plus, the advantage of using local knowledge, experience, and understanding helps creating a lasting, positive impact in their new market.

Some of the successful strategies for international hiring: –

If a country wants to start with international hiring, they need to make sure they have a comprehensive strategy to begin with. Having a global hiring strategy helps create and sustain a strong talented team.

The understanding of Local Labour Requirements

When working on an international hiring strategy, one of the most important aspects is to pay special attention to specific legal requirements of the country. The presence of different labour laws present in each country means the companies must be aware of the payroll, benefits, withholdings etc.

Working with Local Experts

When in a new market, companies can benefit from the experience of others to help them navigate the legal and culture provisions in place. By partnering with local experts, companies get the advantage of a team that knows what it takes to succeed and stay compliant in a given market.

Make a Long-Term Employee Retention Plan

Hiring employees is just half the job done. The big challenge comes when trying to retain that talent, which is especially difficult with foreign employees. Organizations need to develop a plan to keep international employees engaged and happy to ensure they continue to contribute to the company’s goals. This is done through constant communication between all team members and empowering global employees to contribute to the overall vision for the company.

While, International hiring is a key component of global expansion, it is important to develop a plan that incorporates best practices and strategies its moves. Following such practices would meaning there is no stopping to your company to touch the sky.

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1. Enable your employees to evangelize

As we all know life is all about accepting changes and moving on. So it is needed from a company and its employees to understand how social media is gaining popularity and how it can be used to promote themselves or to serve their purpose of recruiting fresh or experienced talent.

The focus of top-level management should be on the fact that they enable their employees to grasp new things in order to yield better results and also they should be motivated to convey a positive image of the company so that more and more people get to know about it. Empower them to write blogs or tweet about their work, post pictures of the events that take place within the organization so that it becomes easy to attract people to join your firm.

2. Promote positive publicity across the social web

Social media is a highly influential thing these days; consequently, it becomes very important to be careful about the way you present your organization on social platforms. The more positive exposure you cultivate for your company over the internet, the more great talent will come looking for you. Through social media, you can post pictures and videos of official events that take place which would have a company in attracting people to join them. Blogs related to benefits that employees enjoy or their positive experiences with the company can be posted on social media platforms. Though, it should be kept into consideration that no confidential information is made public through this method. Also, anything promoted across the social web must be positive and consistent in nature so that it causes no harm to company’s image.

3. Avoid common mistakes

 Many recruiters and business owners make a few mistakes along the way in their search for top talent. To help you stay focused here are the top mistakes to avoid in order for you to reach your full potential:

a) Posting the job is never enough: Always be readily available to update users on how the recruitment process is going, share explicit details about the role, and respond to user inquiries about the position and wider application process.

b) Don’t oversimplify: It is essential to clearly define your target audience. This helps in deciding which networks would be the most effective for filling the position.

c) Prioritize depth: For social recruiting to become successful you need two things – number 1 – take time to develop your connections and number 2 – build trust before recruitment to make sure you entice the best talent around. Your priority should be depth and not breadth.d) Don’t start without proper direction: While recruiting through social media it is important for recruiters to seek training and guidance in order to promote best practices.

d) Don’t start without proper direction: While recruiting through social media it is important for recruiters to seek training and guidance in order to promote best practices. Also, it is prudent to do this in a group or team so that everybody’s collective expertise can be put to use and issues can be resolved easily.

4. Be mobile friendly

 According to a recent research, seven out of ten job seekers search for employment on their mobile devices, whether it involves receiving job alerts, viewing job postings or reading job-related blogs, forums and articles. So, recruiters need to make sure that every part of hiring process should also be available to mobile users whether it is a job application or video interview. In order to meet candidate’s rising expectations, social media and mobile are becoming important tools in the continuous search for talent.

5. Niche social groups

 Niche social groups are a lot more effective than having examples on a website because they are a lot more personal. Through such groups, candidates get an opportunity to communicate openly with employers which can help them know more about an organization’s culture. It also helps recruiters to share company updates regarding openings with a ready-made talent pool.

There are a number of LinkedIn and Facebook groups which help recruiters to derive insight from such niche social networks to understand the views and attitudes of specialized individuals in specific areas. Niche social groups, unlike large social networks, provide access to professional experts in their specific areas.

In the end: The use of social media has not only proved successful in finding the right talent for the job, however it has also impacted on the wider recruitment process for businesses of all shapes and sizes. Moreover, it is said ‘you go fishing where the fishes are swimming’ and currently social media platforms are the places to find fish for yourself.

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Social media is now passé. The latest buzzword is social recruiting. If you ask, any kind of recruitment has the human touch to it so it is bound to be a social process. So, you will say that all recruiting by default is social by nature. Then, what is social recruiting? Social recruiting is a different ballgame and recruitment becomes truly social only when the social media is involved in the recruitment process. GlocalRPO is changing the game in recruiting by utilizing this extremely important technique.

Sadly, the minute social recruiting is mentioned, there are divergent and extremely vocal opinions heard. It is in existence from 2007 and has gained momentum ever since 2012. The discussions just don’t seem to end. Only if, other fads had that kind of sticking power that the term social recruiting has.

Let’s see and understand how and why social recruiting is important.

In a recently published study, the data showed that 94% of recruiters were reported to have used at least one social network for talent sourcing in 2015. The social network which was earlier being used for only job search for candidates has graduated beyond that. Now, it is being increasingly used by recruiters for talent hunt and attraction. An easy and cost-effective method of doing things, social recruiting helps in connecting the right candidates to the right job and makes the life of the recruiter easier.

Social recruiting is letting your company speak properly and without any problems effectively and openly on a social platform. Candidates are net-savvy and check out both the profiles of the companies as well as their reputation clearly before making any commitment. This then means that it’s important for candidates – both current and would-be – to get to know the actual situation and also, understand the workings of a particular firm before getting hired there. In fact, reputation is all that matters in social recruiting. Take the instance of Glassdoor, a popular site that lists actual experiences of people working there. Most candidates these days take a look at the company profile, before deciding to get hired there or be considered there for employment.

The other side of the story…

Experts and recruiters point out that social recruiting is more of a fad and a buzzword and DOES NOT produce actual results. Social is good for being social, they claim. Say hi, hello, establish contact but really, it’s tough to hire through that only. A combination of techniques is at play whenever there is any hiring done so social recruiting can’t take any sole credit for closing any potential lead. At best, it can play a supporting role.

So, then, career pages are created, content solely designed for that; but truly, is it the end game? Most firms [and read: recruiters included] think that once the career page is created, and unique content designed, the job is done. No, that’s only the start of the job and not really, the end. It’s of course, that the world is now connected and research supports the data that most people are on Facebook and Twitter and spend productive time being there. What is not yet proved is how many of those people are applying for the jobs and just how many get hired solely on the basis of social media.

Then, is social recruiting as good as dead? No, it is very much alive and well and rocking. It just needs to be sifted with a grain of truth and astringent reality check needs to be done before social recruiting is hailed as the next big thing. It’s good, it’s helpful and it’s there. The true potential will be realized, only once we check out how effective it would be in the times to come. The main parameters would be – how many jobs is it helping in closing, and just how many recruiters are utilizing them effectively and with great results?

This only time will tell!

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