Talent retention is one of the main challenges facing companies today. But, in reality, the challenge starts earlier, because organizations have to be able to ensure that candidates remain in the selection process throughout the duration of it.
Why is it necessary to retain candidates when there are many applicants and only one vacancy to fill? Well, because just among those people who give up and abandon the process, there may be one that perfectly fits the profile sought.
In reality, it is not practical for a company to have hundreds of people interested in a job. What you need is to have candidates who fit the profile well and are talented enough to be a strategic addition to the roster. It is precisely this type of professional who is interested in attracting and retaining within the selection process.
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Factors that influence candidate retention
a positive experience
On some occasion we have already talked about the importance of candidate experience, and this is a fundamental factor in order to retain talent in the selection process (if it is good), or to make applicants decide to leave early (if their experience is being bad).
The experience of the candidate is nothing other than the perception and experience that a person lives throughout the recruitment process. It is not limited to direct interaction with recruiters in an interview, but is much broader and includes factors such as the ease of sending the resume, the information you receive from the organization, the time you have to spend participating in selective tests, etc.
If a person's experience during the selection process is being positive, this generates enthusiasm and a certain level of commitment. Therefore, there are less chances that the candidate decides to do ghosting.
The candidate is not yet part of the workforce, but through the selection process they already have some clear notions about the culture of the company. This will allow you to decide with more knowledge of the facts if it is an ideal place to work or not.
If the person applying for a job receives a strong company culture, in line with your own personal values, and which encourages employee commitment, you will assimilate this as something positive and, consequently, their desire to belong to the organization will increase.
On the contrary, if applicants are shown little respect, and they are not valued enough, it is normal that they do not feel comfortable and end up leaving the selection process of their own free will.
Commitment to professional growth
They say that the Millennial generation and those who have come after it do not show much commitment to companies and that, by the time they finish their working lives, they will have gone through a large number of organizations.
But what if we are misunderstanding it? Perhaps the lack of commitment does not occur on the part of the workers but on the part of the companies. For decades, many of them have neglected such an important issue as career development.
It is normal for a worker not to want to spend their entire working life doing the same thing. You want new challenges, keep learning, develop new skills and competencies, take on new responsibilities, get promoted...
In the case of millennials, they are clear that the only way to achieve this is grow through his time in different companies. If where they are they are stagnant in their professional growth, They do not hesitate to go elsewhere to work. But if you offer them stability and career progression, what you get in return are employees who are as loyal as some previous generations.
This is especially important in the selection process as well. We start from the basis that everyone wants to progress. If from the beginning the company already shows signs that within it there are no options for professional growth, it is not surprising that the candidates leave.
It is increasingly common for people who have a job to look for another that allows them to advance in their career. If what is offered to them is the same as what they already have in their current job, why are they going to change it?
The salary offered
In the business world we are used to hearing that people do not only move for money, and it is true, but we cannot detract from the economic salary the value it has either. Because we run the risk of forgetting that we all work for money.
As much as we love what we do, we probably wouldn't spend hours and hours in the office if we had enough resources to live without working.
Boosting the emotional salary is very good, and it has proven to give very good results when it comes to attracting and retaining talent, but the “normal” salary, the economic one, is the one that can really make the difference.
Many companies they refuse to give information to their candidates about salary associated with the position offered, but this is a serious mistake. Because someone is being asked to dedicate part of their time to participate in a selection process without giving you the basic elements that allow you to decide if you are really interested in the position or not.
Offering a salary below what is usual in the market, or maintaining secrecy around this issue, are factors that can make talented employees make the decision to "disappear" from the selection process.
If the salary offered is fair and competitive, there should be no problem in calmly reporting on this topic, and candidates can make an informed decision about whether they are interested in the position and the conditions of the position.
The company's reputation
Spain has some 149,000 unfilled jobs. This shows us that there are many more job offers than is usually believed. Therefore, A job seeker has quite a lot to choose from.
When a company needs workers, it enters into a process similar to that of looking for clients, because it has to compete with other companies in the market, although in this case it does not want to get sales but to attract talented people. And one of the best ways to do that is through your reputation.
There are more and more people who, before applying for a job, or even when they are already inside it, look for information about the company. They want to know what is it really like to work on it, what has been the experience of those who are or have been on your staff.
Therefore, it is not enough to build a good reputation. It is essential that there is a balance between the image that the company conveys as an employer, and the way in which it actually treats its employees.
If a candidate perceives that the reputation of the organization is not good, or that perhaps reality is not as it is told, the normal thing is that lose interest in the job offered.
The importance of communication in retaining talent in the selection process
All the factors that we have seen are important to ensure that candidates do not abandon the recruitment process, but there is something that cannot be missing in any case: good communication.
Clear and open communication throughout the selection process builds trust and commitment in candidates. Ensure that the experience is positive for them, that they know better the culture of the company and the conditions that it offers in matters such as career development and remuneration. And it also achieves that the image they have of the company is positive.
Communication thus becomes the "vehicle" for candidates to know first-hand that the company offering the position is a place where they could feel comfortable at all levels if they are hired.
Even the companies with the most competitive selection processes have made communication a priority in order to retain talent and find better employees. It is the case of Google, who strives to provide a positive experience for all participants and is very transparent when it comes to giving information.
Another good example is Microsoft, which focuses on communicating to candidates aspects related to their culture and values, and about the career development opportunities that exist in the long term.
Companies like Google or Microsoft have staffs with a high level of talent, so it is clear that their strategies work. Although each company must seek its own path, following these good practices as a model can help your business have a sufficient number of talented candidates in its selection processes.