(3-5 minute read)
The fundamental goal of hiring is to secure the right person for job, and the central goal of retention is to reduce employee turnover. Within these larger goals are an abundance of micro goals contributing to the greater hiring and retention frameworks. With so many goals to tackle, you may wonder, where to start?
The answer lies in simplicity. Instead of simultaneously addressing all the goals in the hiring and retention process, start simple with the following basic goals.
BASIC HIRING GOALS
Define the Purpose of the Job
To properly communicate the nature of the job to candidates you must know the core purpose of the position. The singular question here is: why does this job exist? Or, what organizational objective does the job fulfill? By knowing the purpose of the role, candidates can make an informed decision as to whether they want to apply for the job. Further, employees will likely have a sense of purpose if the purpose of their job is transparent to them.
If employees don’t know why they are performing a job, they won’t know where they fit into the larger scheme of things. They will simply be doing the work, without purpose. This lack of direction may rear its head as apathy, where employees lose interest in their work because they see no greater meaning behind it.
Also, it is important for managers and HR professionals to know why the job must be filled now as opposed to later. This not only strengthens the purpose of the job but also helps you prioritize your recruiting process.
Specify Desired Outcomes of the Role
You will need to set clear goals and expectations regarding the work that needs to be done. Consider using the SMART model, which is one of the most widely used models for setting goals and expectations. The model can be applied to most employee roles, regardless of the nature or size of the business.
SMART goals are:
According to an article published by Clear Company, “the most successful companies tend to approach SMART goals from three perspectives:”
Prepare the Job Description
After defining the purpose and goals/expectations of the job, you will need to prepare a job description—which should include the overall purpose of the job, general tasks the employee will perform each day, and competencies necessary for success. To learn how to craft an effective job description, check out our article “Elements of a Good Job Description.”
BASIC RETENTION GOALS
Retention goals should consider not just the organization’s point of view, but also the employee’s needs. Generally speaking, employees want to be appreciated by their employer and to be treated fairly and with respect. They want assignments that will stimulate them and encourage them to reach their highest potential. When creating strategies to meet those needs start with the most basic goals.
For example, you may use the SMART model to develop retention goals that allow you to:
Also, try not to limit yourself to one goal-setting model when an additional approach might be helpful. For example, the Substance Abuse and Mental Health Services Administration (SAMHSA) recommends using RACIN questions, along with SMART questions. RACIN questions ask:
As noted by SAMHSA, incorporating RACIN questions into the SMART model provides employees with greater clarity about their role and reduces confusion over project goals.
December 27, 2018
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