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Use These Strategies (and Avoid These Mistakes) to Attract and Retain Entry--Level Talent

By Dena Cordova-Jack

Use These Strategies (and Avoid These Mistakes) to Attract and Retain Entry--Level Talent
USE THESE STRATEGIES (AND AVOID THESE MISTAKES) TO ATTRACT AND RETAIN ENTRY—LEVEL TALENT Entry-level employees are often crucial to boosting operational efficiency and building good customer relations. But while most organizations have a well-developed strategy for hiring senior executives, their recruiting, hiring, and onboarding of entry-level workers often is an afterthought. This hinders attracting and retaining valuable talent. Let's explore some common problems in hiring entry-level workers and show how to solve them. 1. Neglecting the Employer Brand: The best potential front-line employees today are attracted to organizations known for their positive work culture, opportunities for growth, commitment to employee well-being, and community impact. Failing to showcase your company's unique value proposition could turn off potential top talent. Tell your story--and the industry's story. I know of many individuals who began as truck drivers or yard workers and then, thanks to a career path that helped them build the necessary skills, advanced into management and leadership--even without a college degree. That's a rarity in most businesses today. Make sure your prospects know LBM is an exception. 2. Insufficient Recruitment Channels: Use online platforms, social media, and industry-specific job boards to spread your message further and faster than bulletin-board notices and word of mouth ever could. Harness the power of YouTube by creating one-to-two-minute videos promoting your company, your company culture, and the opportunity your company offers next-generation employees. Here is how Misura Group utilizes Youtube: https://www.youtube.com/channel/UCPq7z6Cbdk_7iJNgK9u1yWg 3. Poor Candidate Applicant and Interview Experience: Lengthy and cumbersome application processes, lack of timely communication, and disorganized interviews can leave candidates feeling frustrated and undervalued. Many Candidates I speak to lament that they "apply and then never hear a word from their prospective employer." Don't be that company! Even if it is an e-mail, thanking an applicant for applying and letting them know that you have moved forward in the hiring process is respectful. You never know when you may want to hire that individual later. 4. Lousy Onboarding: Most entry-level workers will leave an organization between 90 and 120 days if they are not made to quickly feel part of the team. Get the new associate started fast by having them fill out necessary documents before their start date. Ask their manager to take them to lunch on their first day. Ensure that introductions are appropriately made to the team they will be working with. Assigning a mentor or buddy to a new employee, especially within the first 30 days of employment, will go a long way in helping the associate assimilate into the company quickly. 5. Limited Career Development Opportunities: Companies risk losing ambitious talent when they fail to provide clear paths for career development as well as training programs for personal growth. Show the employees how they may advance through the company. Lay out a clear path for goals that need to be achieved for each milestone. And offer ways to help that person learn on their own initiative, such as by helping pay to learn specific skills and/or get a college degree. 6. Inadequate Employee Engagement: Employees who feel undervalued, unsupported, or disconnected from the organization's mission are more likely to seek opportunities elsewhere. Got feedback from an employee survey? Don't ignore it--act! Even the most unpleasant feedback can be managed well if an employee feels that their opinion matters. Foster a culture of recognition, provide regular feedback, and create channels for open communication to increase employee engagement and job satisfaction. 7. Lack of Diversity and Inclusion Initiatives: Our society continues to grow more diverse, and today's candidates are more likely to be attracted to companies that prioritize and embrace people who look like them. The next generation expects diversity, equity, and inclusion (better known as -DEI) to be part of the company's culture. Companies should implement strategies that value and respect individuals from all backgrounds. By focusing on building a strong employer brand, utilizing diverse recruitment channels, providing a positive candidate experience, prioritizing career development and career pathing, fostering employee engagement, and embracing diversity and inclusion, organizations can position themselves as desirable employers and attract the talent they need to succeed. Misura Group can help you develop these programs and initiatives for your company and set you up for success. Play to Win, Dena
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