The Secret to Decreasing Recruitment Stress

Sheena Stemler HR & Recruiting Advice, Management Best Practices Leave a Comment

As an individual in a management position, what would you say your greatest source of stress is at work? For many HR workers, small business owners, and other company leaders, recruiting new employees is among their top work-related stressors. Is this the case with you? If so, you need to learn the secret to decreasing recruitment stress.

The #1 Way to Decrease Recruitment Stress

There are several ways to prevent or ease the angst of recruiting new employees. The best and easiest way is to simply retain employees. The more workers a company retains, the less it needs to hire. This saves time, money, and a tremendous amount of energy.

The Harger Howe Recruitment Marketing Blog says, “Retaining top talent is equally as important as running new recruitment initiatives and should be thought of as a symbiotic relationship. When a recruiter is tasked with many searches, sometimes existing employees get forgotten (even ones that were just hired!). When employees start to feel lost in the shuffle, they start looking for new positions where they feel more valued.” This insight gives employers a strategy for retaining members of their workforce: 1) Make employee-retention initiatives a top priority, and 2) Show appreciation to already-existing team members.

Why Companies Should Prioritize Employee-Retention Campaigns

Most company leaders are well aware that retaining employees is a good practice. However, they may not see just how profitable it can be, and therefore do not make it a priority. The article Employee Training is Worth the Investment gives readers an idea of the high cost of turnover. It states, “With one fewer worker, your company’s productivity slips. Sales decline. Your current staff members are required to work more hours. Morale may suffer. To find a replacement, you spend time screening and interviewing applicants. Once you hire someone, you need to train that person. The cost of staff turnover adds up. Figures vary, but it can cost as much as $2,500, depending on the position, to replace a frontline employee.” Losing workers is costly — this is a huge reason companies should step up their game on employee-retention campaigns and initiatives.

Appreciation is the Key to Retaining Employees

Do your employees know that they are valued? If not, you run the risk of losing them. A Glassdoor survey from 2013 said, “More than half (53%) of employees admit they would stay longer at their company if they felt more appreciation from their boss.” Can you believe it? A whopping 53 percent of the employees polled in this survey felt underappreciated! Don’t let this happen to your workforce.

Company leaders can help reduce turnover by doing little things to show employees appreciation. Offering verbal affirmation, celebrating milestones, allowing for flexible schedules, and providing opportunities for training and mentorship are all good ideas and will go a long way in increasing worker loyalty.

Stress related to employee recruitment can be totally avoided when team members are retained. As all company leaders know, this practice isn’t as simple as it sounds. It’s not always easy for a company to hold onto its personnel, but it is possible when employee-retention campaigns are prioritized and workers are made to feel valued.

 

 

 

 

 

 

 

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