New buzzword or self-evident, re-recruitment is a term we hear more and more within Human Resources departments. Before going all in, what if we focused on employee well-being?
The concept of re-recruitment could be seen as the idea of bringing the romance back. When they started working for the company, the employee was most probably excited and full of good intentions, aligned with the values of the company.
The company had shown itself in its best light while onboarding the new employee. Like with any relationship, as time passes, routines settle, habits (good or bad) take on and the shine can slowly crackle. After several years, sometimes even without noticing it, the passion on both sides slowly dies out.
The idea behind re-recruitment is to revive the flame. It is about reminding the employee why they started working here in the first place as well as reassuring them of their value within the company. Re-recruitment encompasses some of the workplace routines that would re-establish the bond between the employee and the company.
Here are some best practices to take to re-recruit and retain.
Facilitate targeted retention conversations with follow-up actions.
Provide personalized recognition, including investing in skills and career development.
Provide stretch assignments for employees that will inspire and challenge them, while helping them plan a targeted career road map.
Identify and remove obstacles that an employee may encounter. What can empower them to best contribute to the organization?
The key role of employee well-being in re-recruitment
A long-lasting relationship is a healthy and trusting one. That is why we believe in the importance of well-being in employee re-recruitment.
Beyond the goodie bags, discounts, and cinema tickets, what truly makes a difference in people’s day to day is that their company cares about the work-life balance of their employees, their mental health, and their ability to seek help if or when needed . Indeed, the workplace can be the source of several issues experienced by any number of coworkers
It is not simply about ‘the benefits’ anymore. It is about living a full life. ‘ Work’ is only one of the components.
Companies that truly understand the importance of well-being in retaining talents will implement long-lasting changes. Changes that will positively impact behaviors and habits rather than focusing on short terms and quick easy fixes such as gifts, vouchers, and parties.
Ideas to rekindle the working relationship in a post-pandemic world
Those changes do not have to be expensive or complicated. They need to become new habits. They might start small at first. It is when the habits truly stick and the employees trust that the changes are real and here to stay, that it can do wonders in the long-term internal culture of the company.
We call these first four simple steps LEAD:
Listen – by creating a forum for employees to speak/be heard the company not only improves the feeling of trust it also welcomes new and potentially brilliant ideas that will improve creativity and productivity.
Empower – your team. Delegating and trusting your employees with new and important tasks is a simple way to show trust and respect.
Adapt – to new trends. Accepting that your way can be challenged and being open to changing things is a great way to make employees feel heard and valued
Deepen – the relationship. Pay attention to your employee beyond the tasks at hand and get to know the person beyond the desk or screen.