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How to Stop Staff from Leaving

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January 27, 2022

Perspectives have shifted dramatically since covid came into focus in 2020, in every area of a person’s life, from relationships to socialising and most pertinently, employment. The media was awash with stories of people leaving their jobs and while hospitality may have been the hardest hit sector initially, this spotlight on job satisfaction made processes such as employees assessment even more important than previously.

Many management teams have no clue as to why a staff member might be leaving an organisation and other teams may only have a vague idea, but our employee(s) assessment service is here to help you bypass this question altogether. We provide you with a tailored solution that will help you to retain staff who are productive, interested, and passionate about pursuing a career with you. Reviewing your own procedures internally is only effective to a certain extent as an objective third party with years of experience in enhancing employment assessment processes can streamline your processes while emphasising the most effective way to retain top talent.

Since our recruitment agency began in 2004, we have been developing our recruitment processes and consultancy services to be a leading recruitment agency in the UK. While we are adept at utilising a range of tools to source top talent, our employee(s) assessment programme also helps you to retain top talent. We diagnose improvements within your existing procedures, get to know your organisation and proceed to recommend the right course of action for your business.

In short, we stop candidates from leaving within the first few months and beyond. In full, we help you to create a structured environment in line with effective interview techniques that not only recruit the most committed candidates, but invite them to stay with you.

Contact Us Today

For any further queries about our employee assessment service or to simply get started, please contact us today.

 

News stories

  • January 18, 2022

    The onboarding process is more important than it ever has been before due to the rapidly changing workforce of 2021. The expectations employees have towards their employer have changed drastically since millennials and generation z joined the workforce, but in the wake of the coronavirus pandemic, job satisfaction is ranked according to even stricter criteria than it was before the crisis. New employees will be even less forgiving of the perceived shortcomings of their employment, so maintaining the enthusiasm of new employees should be the priority of all forward-thinking businesses.

    The Unilateral Approach

    Once you have hired a new employee, the best practice for staff retention is to have a structed onboarding process plan in place. A big mistake busy bosses can make is to concentrate on hiring new staff and leave employee satisfaction up to fate, or up to line managers and supervisors who would actually benefit from a unanimous approach to counteract the discrepancies between their respective management styles.

    Keep Your Promises

    A good work-life balance is prioritised highly by candidates on the hunt for new employment and therefore it should be offered (and even emphasised) to staff who have just joined your company. Flexible working is not possible in some industries but a demonstration of respect regarding their time and ensuring your implement the advertised benefits is conducive to sustaining interest in the role long-term.

    Sustain the Onboarding Process

    If you have a history of employees leaving the role within the first 6 months, then whether it is only a handful of recruits or linked a continuously high turnover rate, an evaluation of why this is occurring needs immediate attention. The first step of the onboarding process is the prevention of receiving an employee notice within the first few months to a year of newer employees starting, but it should seem obvious that continuing to facilitate employee engagement is an ongoing process.

    Understandably, time and resources are finite factors that managers do not necessarily have at their disposal consistently. If you would like to look at improving your onboarding process to engender the creation of motivated staff members carving out long careers with your company, get in touch with us today to see how we can help you to do just that.

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