Can Recruitment Methods and Retention Strategies Really Be Linked to Boost Productivity? Seeking Advice!

Hi!

I am doing my SIP in a staffing company. It's quite big, and I have chosen recruitment. I want to explore effective recruitment methods and the selection process in relation to employee productivity and retention strategies. I believe that the entire recruitment process would be a significant failure if the selected candidate is not retained in the organization for at least 6 months to 1 year. Can I relate recruitment methods, retention strategies, and productivity?

My project guide in my company is very young. She says I can't connect all these aspects, and it's not logical. She wants me to focus my project on either recruitment methods/process or retention strategies. What should I do now? I started the project 20 days ago. The best part of my SIP in this company is that they are allowing me to spend 3 days with every department in the organization. From next week onwards, I will be directly involved in recruitment.

Please, someone help me. Do I really sound stupid to try and relate both? Give me some advice.

Thanks in advance!

Hi,

I agree with your point that the recruitment process is a failure if we are not able to retain employees in an organization. This is the primary reason why we must carefully assess candidates. The first point of the retention policy addresses recruitment.

Regards,
Anushree

While recruiting a candidate for an organization, they have to analyze the candidate's skills rather than the qualifications of the person. Then it is easier to retain the person in the organization. If you want to know about the recruitment methods, I can explain later.

Thanks for your reply, but I still haven't got my answer, buddy. Can I relate recruitment methods/processes to retention strategies, employee satisfaction, and productivity? Am I thinking in the right way?

While recruiting a candidate for an organization, they have to analyze the candidate's skills rather than the qualification of the person. Then, it is easy to retain the person in the organization. If you want the recruitment methods, I will explain later. Thank you, SVM.

It would be a great help not only to me but also to all others who are doing a project on recruitment if you can post recruitment methods, etc. Can you post innovative recruitment methods or effective recruitment methods? Can anyone help me regarding my topic of choice? I want to start my documentation from the next month's first week. I am currently working on my questionnaire. Thank you, GOUTHAM.

During the recruitment process, the candidate must be well analyzed about his previous job and his interest in the recruiting company. It must also be noted if the candidate is looking forward to a change for both career prospects and better compensation (everyone needs this), or just for compensation. If the candidate makes a shift only for compensation, it is better to think twice or thrice before employing him, also considering the criticality of the requirement.

In my view, these are the factors to be considered for better retention of an employee:

1. Interest towards the company.
2. Interest towards his career.
3. Base location of the candidate.
4. Job market of the candidate's skill in his base location.
5. Number of job hops.

Hi Goutham,

Very good topic. Actually, you can relate recruitment with retention. The HR person who selects the candidates should not be biased and should understand the requirements of the job to judge whether that candidate will be suitable to perform the job. Most HR professionals are focused on completing the target, giving preference to their kind of person, diverging from what the company needs. They just want to fill up the vacancy. If HR personnel are well-trained in analyzing candidates, retention can be achieved by 50 percent. The other 50 percent lies in the satisfaction which a candidate gets from his job. If I get any material on retention strategies, I will update you.

Regards,
Ajithaa

Hi Guatham,

Yes, you can relate hiring to retention. HR will have to firstly understand the requirements well and then proceed with looking for candidates who fit best. HR will have to analyze the technical skills, career objectives, personality (depending on the vacant position), and the reasons for a candidate's job change. A proper analysis of the above qualities will help in finding candidates who are likely to spend some fruitful time with the company in the long run.

All the best for your project.

Thanks,
Nazneen

As I'm a recruiter trainee, I take personal interviews as well as conduct group discussion rounds. What should I assess in the candidates, and please provide me with a questionnaire to use during these rounds.

I am currently working on a project related to recruitment. I believe that connecting retention and recruitment may not be practical as they are fundamentally different. Retention primarily focuses on employee engagement activities. For recruitment, you could consider implementing competency mapping or assessing the effectiveness of the current process.

Thanks