One of the best ways to recruit good people is to open the doors to candidates whom are refused by other employers. In particular, they are groups of candidates who are married or have children. A recruiter hr consultancy firm shares an important tip for businesses to increase the opportunity to recruit talented people and retain good people as follows:
In a managerial position, try to maintain a working culture that understands the needs of your employees, especially their responsibilities to the family. In my opinion, the culture of working with married people is the sharpest tool for businesses to stabilize their personnel. Well-managed companies are those that adopt a family-friendly working environment policy. Companies that do not apply this policy often have less effective governance.
Why does a flexible working environment mean not only in recruitment but also talent retention? I think there are three possible reasons:
Focus on your current job, not your future job
Most people focus on doing the best at the current job. Married employees have less time than other employees to research the labor market and look for new career opportunities. From this observation, I realized that if a business can adjust its personnel management policy in a flexible way for married employees, the company will gain many advantages in the labor market. Here are the points businesses should keep in mind when deciding to open to employees whose families develop careers at the company:
1. Frankly discussing working schedules with employees
One thing managers need to look at in their companies is that any employees who are actively working overtime several days a week to spend time alone with their families afterward? If so, it is a sign that management should openly talk to employees about adjusting the current work schedule.
2. Identify tasks that can reduce working hours or flexible handling
If you are looking to recruit a married talented person, cleverly state information about the flexible working environment in the job description. When an employer is open about the initiative in arranging working hours, many candidates will be free to present their needs. From here, the initial wary may vanish and you will have many advantages to persuade the candidate.
3. Fair treatment for employees who have flexible schedules
The company needs to ensure that the working environment that allows employees to have flexible working hours develops as well as other permanent employees. On the other hand, managers need to be alert to seeing that employees who continually work overtime are not always good. Long hours of continuous work can be seen as a sign of ineffective staff, poor time management or signs of overload at work.
4. Promote the culture of healthy living in the company
The challenge for both women and men today is to maintain their health in the cycle of responsibility between work and family. You will win the sympathy of potential candidates, and mount existing employees if the office has additional facilities for employees to exercise. This will help married staff save time traveling between the office and the gym. This will also be a great advantage for candidates to choose to do
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