An employee leaving your business is part of the normal hiring cycle – however, if this happens too frequently, it can have a huge impact on your daily operations. Many businesses (especially those in service and hospitality) find themselves facing this challenge on a regular basis, and while some argue that it’s just the nature of the industry, there are ways you can make improvements to retain the best talent!
Employee retention efforts can start as early as the hiring process – be sure to ask these 5 key questions during your next interview!
“What attracted you to this position?”
Assessing a candidate’s interest in the role and your business can help you determine how invested they are in the opportunity. Are they looking for a short-term gig, or a position where they can grow and develop with your team?
“Why did you leave your last job?”
This question is great for finding out about your candidate’s “dealbreakers”. People leave their roles for a wide variety of reasons, and it’s up to you as the hiring manager to determine if your business can offer what they need for a long-term career.
“What motivates you?”
Every professional has a different motivator, whether it be positive feedback, compensation, or opportunities for growth. Demotivation in your employees can have huge repercussions on your business’ success, so it’s important to know what makes them tick at work. Another great twist on this question: “How do you motivate yourself at work?”
“What makes work enjoyable for you?”
Your new hire will be spending a lot of time in their role, so finding out what elements of the job will make them excited to clock in each day will make it easier to retain them in the long run. If they’re a social butterfly, be sure that their personality will click with the rest of your team. If it’s new challenges, consider giving them the opportunity to take on more responsibilities.
“What do you expect from your relationship with your manager?”
This is arguably one of the biggest factors when it comes to retention. A huge majority of employees who leave their jobs report negative or poor relationships with their direct manager. Finding out what they are looking for in a direct supervisor can be helpful for gauging their work-style and how they like to be managed, so you (or the manager in charge) can make adjustments to their approach with the new hire.
Managers: in your opinion, what’s the biggest reason employees choose to leave their jobs? HigherMe offers a wide range of recruitment solutions to help you better connect with talented candidates. Email us at email@example.com for more info, or visit our Employer Page!