Every lunar new Year, business re-faced with crisis, the shortage of personnel because staff massively stay on top year after receiving the prize money Tet previous. Therefore, the business owner must have the local project solution shortage of personnel to proactively instead of for things to happen and then find a way to salvage avoid a situation of crisis, shortage of personnel.
1. Special policy on welfare, care staff in the new year
Salary and welfare, particularly in the occasion of lunar new year, is one of the remuneration policy that businesses need to apply to retain employees.
Raising the bonus levels and strengthen the bonus packs in before and after the new year as awarded according to the business situation of the company:
- Rewarded according to the results of work
- Bonus exponentially month's salary
- Rewarded with stock or honor those who have made outstanding achievements
In the manufacturing sector, where there are large fluctuations in hr after each occasion, the organization give employees go home for new year and welcome them back after the new year. Gifts for them to pick a warm new year, organization activities, meeting, new year after new year has just shown interest in taking care of the lives of public employees is both a way to retain workers out new year returning to work.
Welfare policies good and the package attractive prizes to be considered an effective solution needs to be applied first to retain employees after the new year.
2. Actively source candidates
If as a business reserve the candidates and take care of them regularly, they will certainly always in the initiative when there is any employee resigned because there was in the hands of talented candidates to replace. To do this, businesses must actively build, manage and expand the potential candidates, also known as Talent Pool.
Talent Pool includes the profiles of potential candidates that the business collected from multiple source such as: candidate recruitment, is introduced, also can be a candidate in the recruitments ago but could not meet the requirements or former employee,....
The candidates are divided into several Pools. Each Pool has a different criteria to classify candidates. A candidate can belong to one or more Pools.
With the Talent Pool, when businesses need to recruit a position of the new employer has available a group of talented candidates to pick out the most suitable, time-saving, and cost.
3. Attract and recruit people who fit the corporate culture and long-term commitment
After being active in the database of applicants, the next step, the employer must recruit people who fit the corporate culture and long-term commitment, the stable new human resources really durable.
Current recruitment trends are gradually moving toward personnel recruitment based on the element belongs value (culturally appropriate) rather than just rely on professional capacity to create a long-term commitment between the employee and the business.
To know the candidates have really fit with the business or not, employers need to actively promote the image and corporate culture to candidates. The promotion will be extremely effective if your business build a home work for his own, or also known as the Career Site.
Video: Video To build the Career Site, need to note 10 important things!
4. Integration staff and new – how to retain talent
When we were efforts to attract candidates good at recruiting talent into the company, but then they still go? Why? They go away because we have abandoned them, not help them integrate new environment.
Date first entered the company, if new employees are welcomed warmly by those new colleagues, received the welcome letter of leaders, or even be the leader directly welcome, be guided in detail the processes, regulations, company culture,... in a way PROFESSIONAL then surely they will eagerly embarked on the work to prove themselves.
Many businesses have lightly the integration that must always face the vicious cycle of crisis, shortage of personnel whether it is high season or low points. Therefore, businesses need to equip yourself with a support System, integration of new employees to radically solve this problem, this.
Capture the unsolvable problem of the business of recruitment, Lac Viet SureHCS has developed system software manager attraction – selection – integration talent with solution SureHCS for Talent Acquisition.
To this solution, businesses will approach attract talent by Career Site, diversify sources of candidates recruited through tools Talent Pool and Management, integration of new employees with Onboarding systems.
