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But Will They Stay? 5 Tips to Screen Your Candidates for Retention

Recruiting is harder than ever. When we find a great candidate, we tend to focus our efforts on making sure they accept an offer. But there is a critical aspect we also need to consider – Retention. Recruiting and retention are tightly linked. If employee retention is high, the need (and expense) of recruiting is low. So, it is never too early to think about retention. It starts with your first contact with a candidate.



Here are 5 tips for things to look and listen for during your recruiting process:

Application source. Where did the candidate apply? Candidates that apply through your website have done their research and chosen your company. Employee referrals are also great sources. These candidates know your current team members and already have a great understanding of what it is like to be part of your organization.

Mission. Candidates whose personal passions, values, and beliefs align with your mission are more likely to become long-term employees. They have researched your organization and the work they will do. They understand the impact of their contributions on the mission and will be committed to achieving your goals.

Culture Add. We talk about cultural fit and that is certainly important. But we must also look at culture from a lens of a culture add. This means digging into areas where your candidates complement your culture. That could be in how they approach team collaboration, a new skillset that can take your organization to the next level, or an innovative new idea or solution.

Openness. Most organizations want people who are flexible, open, and resilient. As part of your recruiting process, incorporate feedback that represents the type and intensity of feedback the candidate would receive on the job. How the candidate responds to this feedback will help you decide whether the candidate has the soft skills to succeed in your organization.

Compensation. Today, compensation is a hot button in our tight labor market. Candidates often have multiple offers and compensation is a key component of any offer. A Glassdoor Economic Research Study found that “On average, job seekers are expecting to make 34 percent (or $9,253) more than their current salary, exceeding pre-pandemic expectations, as an increasingly competitive job market has encouraged employees to speak out and demand higher pay.” You’ll want to pay close attention to their motivation and goals in switching jobs to make sure the candidate is a good fit for your organization. Now, you have to ask the right questions to ensure you are screening candidates for retention. Here are three questions that dig into the retention potential of your candidates:


1. Could you tell me about a successful project?

The answer to this question will show you how your candidate approaches a project, works as part of a team, how they think and analyze data, as well as how they support the goals of their previous employer. 2. Could you tell me about your favorite job and what made it a favorite?

How a candidate answers this question will show you what they are passionate about and what excites them about their work.

3. Could you tell me about a time when you lacked skills or knowledge to complete a projectThis question reveals a candidate's work style, critical thinking skills, communication skills, and how they respond to change and the unknown. This is also a potential opportunity to give feedback that the candidate would receive on the job. Turnover is expensive. Recruiting, onboarding, training, and development of a new team member takes time and money. We cannot afford to get it wrong.

Let us help you recruit for retention. Our team of experts is ready to assist you with your candidate sourcing, designing the right questions, and helping you find that cultural add that will result in a committed, long-term team member. Contact us at info@talentremedy.com or 703-362-0175 to set up a time to speak with one of our experts.

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