Recruitment vs Retention | By El Montenegrino

Understand The Context

Whether we`re looking for German speakers or the infamous IT unicorns, it is fundamental that we first dedicate time to understand the context in which we will be placing someone. In that regard, we should start by asking ourselves simple questions, such as:

  • What do I know about this country?
  • What is my impression of this company?
  • Do I believe this country/company will be the right fit for the person who I am in contact with?

These are just some of the question we may start with but, by resolving each of them, the description of the person becomes clearer to us.

Know the People You Work With

By the same token, it is important to understand the person we’re working with. We can also start by asking simple, often obvious questions that are also often neglected:

Why is this person interesting?

What can I offer to this person to spark his/her interest?

Why is my offer interesting to this person?

In this regard, it is important to take a deep dive into the details, tiny keywords which sometimes make the entire difference. Once we have analyzed them, it is time to make the initial approach accordingly. In today’s day and age, with all the emphasis on talent, it is important to add personal value to our note and make the person see that we actually took the time to analyze what they compiled on that 1-page CV.

HR, as a company-wide system is all about standardization. In other words, we have the process, we implement it step by step, thereby keeping everyone on the same page to run things smoothly. Hence it is important that every person involved in that process knows his/her purpose compared to the person sitting next to them, and the way they add value to that process.

“Starve the Ego, Feed the Soul”

The third part is directly related to retention. I see recruitment and retention as two sides of the same coin, not as two separate processes.

On one hand, we invest all the above-mentioned time and effort to recruit a person. Once this person has been on-boarded, now it’s time to make it worthwhile our energy and time. In that sense, it is important to include them, but not overwhelm them. By taking the time regularly to pass information to someone, whether existing or new one, we give a way for that person to develop their own opinion on their tasks.

On the other hand, we allow ourselves to re-evaluate the information that we have, i.e. to see if the knowledge that we`re passing is still relevant in today’s environment. In that respect, sharing gives way to mutual development.

Make Time To Keep Up With Current Trends

Last, but not least important, is the everlasting, relentless pursuit of knowledge. As an HR professional, in an ever-changing dynamic of people and relations, conditioned heavily by technology, then by trends, I make it part of my daily routine to read at least one article from my line of work. I do this to be in touch with what’s current and what’s on the horizon. Even though a piece of information may be completely blank at first, over time and with work, it will sync in and produce results.

Aleksandar Radonjic
El Montenegrino

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