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‘It’s not you, it’s me…’ but how do I keep my best people?



In the competitive UK job market, recruitment is how you build a team. A positive team, that can outperform its competitors but also sticks together through thick and thin; and makes that workplace an enjoyable place to come every week. The best people will create a better business with more sales opportunities.

 

High staff turnover unsettles a team, is expensive, and lack of morale is a real roadblock to taking the company to the next level. How do we recruit great people, then get our best people really committed to our business purpose and with us for the long term?

 

The Recruitment Conundrum: High Turnover and Skill Scarcity

 

Want to keep your best people? Need to keep clients happy by always dealing with the same people? Aware of the costs of recruiting new staff? What about exist interviews – do you use them as a chance to learn? We all know staff coming and going has a negative impact on business growth, and it creates a ripple effect.

 

The ripple effect

 

High turnover doesn't just mean bidding farewell to valuable team members; it sends ripples through the entire organisation. Disruptions in workflow, a constant need for retraining, and the drain on resources dedicated to recruitment processes can hinder the smooth operation of a business.

 

Frequent turnover can negatively impact client satisfaction. Clients often form relationships not just with your company but with the individuals handling their recruitment needs. Constant changes in account managers or recruiters can erode trust and hinder effective communication.

 

Invest in your best

 

How much are you investing in continuous training programs to upskill existing team members and attract new talent with the necessary skills? Can you leverage online learning platforms, industry certifications and diverse training partners?

 

Are you building a robust employer brand that highlights your organisation's commitment to professional development, work-life balance, and a positive culture? Do you seek opportunities to become an employer of choice – or do you take a Gerald Ratner approach to employee satisfaction?


Demonstrate a commitment to the personal growth of your team by offering continuous professional development opportunities. This could include workshops, webinars, and industry conferences.


We find that taking a group into a neutral environment is also a fantastic way to build rapport across the organisation – we’ve witnessed

some amazing examples of ideas and innovation sparking as a result!

 

Do you showcase success stories of career growth within your organisation, highlighting the journeys of people who have thrived and developed their skills?

 

Strategic Approaches to Overcome Recruitment Challenges

 

Here’s what we at Kinetic PD would advise, based on the clients we work with:


  • Consider partnering with an assessment provider that can also support you with onboarding and training services.

  • Assign mentors to new recruits.

  • Provide a detailed orientation program that covers both the company's values and day-to-day responsibilities.

  • Don’t simply rely on computer-based training, our clients’ new team members highly value the opportunity to receive feedback on their results from a real person.

 

A comprehensive onboarding process can set the tone for a positive employee experience. Ensure that new hires are seamlessly integrated into the company culture, understand their roles clearly, and feel supported from day one. I had some wonderful feedback from a client’s new team member, where they stated they left their interview feeling more knowledgeable about themselves. This was supported by the recruiting managers partnering with Kinetic to use behavioural assessments as part of their interview prep, with confidential feedback provided to the recruit once they joined by a certified Kinetic assessment practitioner.

 

… and think long-term!

 

Proactively build a talent pipeline by engaging with potential recruits even when there are no immediate vacancies, and consider an early careers pathways. Establish a presence at industry events, leverage social media for recruitment marketing, and network with professionals in the field.

 

Don’t just market yourself to potential customers…market to new staff!

 

High turnover is stressful, expensive and impacts the company’s ability to perform at a high level. Be proactive: address the root cause of employee turnover, think long-term, invest in your people and support them through the recruitment process. Remember, recruitment is not just a transaction; it's a relationship-building process that, when executed with finesse, not only fuels business growth but also enhances client satisfaction. As the talent landscape continues to evolve, organisations that master the art of recruitment will find themselves not only surviving but thriving in the competitive UK business arena.

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