Why organizations are paying a lot more for the same level of talent

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 For most businesses, the frontline is where it all starts. Frontline talent is vital — people who understand your goals, know how to achieve them and are motivated to do so. Indeed, a lot of emphasis is placed on attracting new applicants and placing them with the best fit. However, retention is just as important. Research shows that the average employee is only engaged at work 30% of the time. It’s not surprising then that 77% of senior business leaders consider improving employee retention rates a top priority. So how can this high turnover be addressed? In this article, we examine how frontline performance drives business success and present five strategies you can use to attract new team members, keep existing employees happy, develop new skills, and work more productively.

How to select your frontline employees

A company’s frontline employees serve as the face of their business. As such, they are often viewed as the company in and of themselves rather than just a small part of its whole. They provide direct customer service, work on important tasks and also serve as role models. When searching for new employees to fill these types of roles, it’s important to identify people with high emotional intelligence, who are not only competent at their jobs, but who also work well with others and good communication skills for their careers. The employees on the front lines are competent and capable of carrying out the work.

Why is it hard to find and retain frontline employees?

In a challenging labor market, one that is characterized by a growing skills gap and a rapidly evolving talent acquisition landscape, finding new employees for open jobs remains one of the most pressing challenges for organizations today. Many employers continue to face challenges finding and retaining qualified, skilled candidates for front-line positions including administrative assistants, sales associates, service technicians, hospitality workers, and more.

What can you do to attract frontline employees and keep them?

Frontline employees are the first impression your customers are met with so it’s important to invest in them. But as a manager, you also want to know what you can do to attract frontline employees and keep them?

Recruiters scroll, skim and flick to fill open positions

Recruiters and hiring managers spend about an hour on average, each week, screening résumés. In total, they spend over 21 million hours per year doing so. The way they search amongst this vast pool of talent has changed dramatically. A recruiter looking to fill a software developer position may flick through 2,000 résumés in 10 seconds or less. They will eliminate candidates based on personal traits (education, professional experience) by scanning the résumé; recent graduates and candidates who are not familiar with the software industry will likely be eliminated first. A recruiter will then review those candidates with relevant experience more carefully, reading their skills and accomplishments.

Differentiate your hiring process

Ensure a successful match between client and candidate by assessing key skills and traits. These assessments are designed to screen candidates according to the qualities that matter most in your ideal hire. Using assessment results can also reduce costly turnover, increase productivity, improve communication, and provide insights into how your team members can best work together.

Leverage your brand’s voice on social media

Tone of voice (or unique brand voice) is a set of consistent and unified phrases, word choices, and grammar that characterize how your brand speaks. It’s the personality of your brand, created through focus groups and consumer feedback. It’s the way you want your customers to view you, hear from you, and associate with you. And it’s the way to communicate with your audience.

Identify the type of applicants you want responding

If you’re like most hiring managers, you’ll be looking for the best and brightest candidates. You put a lot of thought into crafting the job description, so don’t skimp when you ask for resumes. Make sure the resume requirements in your posting reflect that due diligence and speak to your ideal candidate.

Harness the power of employee referrals

Employee referrals can be one of your very best sources for top talent. And with that in mind, it’s important to develop a thoughtful strategy for how to convert the candidates who come to you from employees and how to capitalize on those valuable relationships. Employees who join your company through internal referrals are 71% more likely to stay, they are 2.6x as likely to be high performers, and they typically have higher annual retention rates.

The war for talent is a huge mechanism ingrained in the nature of all companies, be it small or big, and business owners and managers should not underestimate the importance of carrying out their role in this battle wisely. It has in fact been reported that leading up to 70% of CEOs feel that their main struggle is finding ways to attract and retain the most talented people for their businesses. But having the best strategy for doing this is not always the best idea. This article takes a look at some of the strategies which can help any company win its recruitment war.

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