9 tips on how to find and keep good employees

A company cannot exist without employees, that is clear to everyone. For a functioning company, however, the quality of the employees is particularly crucial. Finding good employees who fit the company is usually not as easy as you might think. It can be even more difficult to retain these good employees in the long term and to bind them to the company.

In this week's blog post, we address this very topic and provide you with 9 tips on how to find good employees on the one hand and how to manage to keep them on the other.

1. Develop employer brand

To from the In order to stand out from the myriad of companies operating in a similar segment and to be the first choice for applicants, a strong employer brand is needed. The company should be seen as an attractive employerin be perceived and stand out positively from other competitors in the labor market. The measures to strengthen the employer brand are summarized in the term employer branding. An attractive employer brand is absolutely central in the recruitment of good employees, so that applicants are interested in your company in the first place and decide to join.

You can learn more about the concept of employer branding from our previous Blog post take out.

2. use personal network

In order to fill a vacancy, the first step is usually to publish a job advertisement that is intended to attract interesting applicants. In addition, it can also be useful to first search your personal network for interesting candidates. Use your social networks like LinkedIn, to tell your contacts that you are looking for a new employee. Maybe one of them is looking right now or knows someone who might fit the job and the company exactly. Certainly, you shouldn't rely solely on this method, but it certainly doesn't hurt to do this in parallel with other recruiting efforts.

3. multi-channel posting

Another more efficient recruiting measure is multi-channel posting. This means that you post the job advertisement on different channels at the same time in order to generate the greatest possible reach. For example, you can post it on various job boards such as jobs.ch, join.com or indeed.com, and also on various social media channels such as LinkedIn, Facebook or Instagram. Furthermore, depending on the target group, there are also more specific platforms that focus on one industry. For graduates, for example, it makes sense to post job advertisements on university job websites, such as Unimarkt Universität Basel.

4. career page on own website and on social media

Subsequently to the previous point of multi-channel posting is another tip to set up a career page on your website. When potential candidates land on your company website out of interest in your company, this allows them to directly view the open positions. If you add to this page the different career fields, benefits and authentic pictures or introduction videos, the person can better imagine the company and identify with it. Conversely, a person who lands on your company career page through a job board can directly get an impression of the company and the various fields of activity. In addition, the ability to submit an unsolicited application can gradually expand the internal talent pool.

5. active sourcing

If the above tips don't get you anywhere in your recruitment, another option is to use a proactive recruiting strategy and search specifically for suitable candidates. This strategy has been used for quite some time, especially for the search for executives, but recently it has also been used more frequently for the search for specialists. The advantage is that it allows you to reach people who are not actively looking for a job. External partners such as Batterman Consulting with its in-house recruiting team can also provide support here.

You can also find out more about the concept of active sourcing from this Article take out.

6. well thought-out recruiting process

In general, it is important not to Start recruiting without a plan. Develop a recruitment strategy and make a thought about which measures you want to pursue to attract good employees and implement them. targeted one. Once you have found a suitable and interested candidate, you must ensure that he or she does not drop out during the application process. So get in touch with the candidate promptly and keep him or her up to date on the status of the application. This immediately makes a positive impression on the candidate and also shows them that you are interested in them.

7. offer benefits

Once you have found good employees, it is a matter of retaining them. So it's also important for you as an employer to look after your employees and offer them attractive benefits. This is particularly helpful in recruiting employees as a positive incentive. Possible examples of benefits can be home office, the possibility of further training, team events, health and sports offers or even just flexible working hours. Your employees should feel that they are valued and that long-term employment is desired. Every employee is different here, so take your time, talk to employees and listen to what needs are important to them.

8. pleasant working atmosphere

Another aspect of turning a good employee into a long-term one is a pleasant working atmosphere - employees want to be understood and valued. Therefore, listen to the wishes and concerns of your employees and take their concerns seriously. Also make an effort to accept criticism and opportunities for improvement and to implement them. After all, employees should enjoy coming to work. This goes closely hand in hand with the leadership qualities of superiors and a credible vision and experienced sense of purpose.

9. transparency

Employees want to be involved in decision-making processes and actively participate in shaping them. Often the decision Supervisor alone or with the next management level about major projects or the general strategy. Employees are often kept out of the loop, which can have a negative impact on their identification with the company. If employees feel they have no influence and cannot change anything, this creates distance from the employer. Therefore, transparency is an important point in keeping good employees. Explain to employees welk Plans You for next year have and from which strategic considerations that have given rise to them. Even the rejection of a project can, if it is clearly and openly justified, lead to the acceptance of the project.nce with the employee.

There are many Factors that play a role in employee recruitment and retention. Our tips provide you with a guide and first impulsesThese are just a few examples that you can use as a guide, but they are certainly not exhaustive. Important basic principles that you as a manager should take into account when dealing with employees are communication, appreciation and co-determination.

We at Batterman Consulting are happy to support you in recruiting good and suitable employees or develop a recruitment strategy together with you. Contact us without obligation: