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Employment retention is important for a happy workplace, yes, and it’s probably something you at least give lip service, but it goes way beyond that. Not only does retention of internal staff make things go smoothly with internal knowledge, they are your voice, many times when you’re not there, representing you and your business. They face your clients and ideally are with you long enough to have familiarity with those clients, their cycles, their current needs, and any special handling required.

This says nothing about the other part of your equation – finding and placing your best candidates. Great software can give you a field of likely candidates, but it’s up to adept recruiters to lure passive candidates and pursue that perfect match. This takes natural attributes like great communication and organization skills, but it also takes experience with your clients and what sort of candidates they want. Again, this does nothing but help your bottom line.

So, granted that retention can be crucial to your success. How do you get there?  Staffing, by its nature, is a cyclical business. Poaching by any other name can be common. But there are steps you can take to keep your best employees. Here are a few.

3 Steps For Keeping Your Best Employees

Step#1

Remember company culture starts from the top down. What sort of messages are you sending to your employees? How do you treat them? Have you given them reason to believe that they can be part of your success? Do they see you out on the floor working? Or are you one of those “my door’s always open,” but in fact it often isn’t, types? And this might seem like a little thing, but do they see you happy at work?

Step #2

Make sure to have and disseminate a vision statement and an internal code. This shows your staff that you are serious about your business and your service and allows them to buy in. By the way, these internal statements and goals should be living documents, invoked regularly and adjusted as needed. No doubt for progressive firms the Me-Too Movement has entered conversations and perhaps changed some behaviors.

Step #3

Along these lines, make sure communication is a two-way street. A great idea might be passed along via a customer to your sales staff. Foremost, get their input about rules or changes that may need to be made.

At Madison, we are in a unique position to help you, as a serious vendor with direct roots in the industry. Madison was founded in 1992 as part of a temporary staffing firm. We know firsthand the challenges that prevent staffing firms from operating effectively and profitably.

After seeing the need for a comprehensive solution that included funding, software, support and solid expert advice tailored specifically to the staffing industry, we launched Madison Resources.

As part of our resources, we offer advice to help you succeed, through expert advice from our leaders and a host of tools, from these blogs to guides and eBooks. Join us today and see how we can help you turn retention into growth.

Are you looking for the best funding partner possible in 2019?

There you have it. It’s going to be a busy and at times almost overwhelming year. But by remaining flexible, partnering with a company like Madison for support, thinking about your brand, and giving your recruiters the tools they need to succeed, you can foster success. Contact us today to see how you can benefit from a partnership with us!


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