Despite the increase in the last month, the unemployment rate in Israel continues to be among the lowest in the world, and in the top ten among OECD countries, with a rate of 3.5% (150.6 thousand unemployed, according to the CBS). By the workers and this is doubly true when it comes to the most coveted workers - the talents.As for those professionals and managers who are proven centers of knowledge, experience and ability - the trends in the labor market show that the competition for them, the talents as they are called by employers, still exists in full force .
This means for employers that in the current labor market situation they do not have the luxury of resting on laurels even a minute after the recruitment of a coveted talent, since once he enters the gates of the company - another company will already try to snatch him into it.
In other words, the competition for talents is so fierce that many will continue to receive a variety of tempting job offers even after they are recruited, with 30% of employees leaving just about a month after accepting the job and starting work.
This is why smart employers will immediately move from the talent recruitment phase to its retention phase, with the road starting first and foremost with pre-preparation and taking creativity already in its absorption process.
An efficient, structured and considerate absorption process will make the talent enthusiastic about his new workplace from day one and even look forward to the future.
Here are some tips on how to prepare and manage a proper absorption process that will help retain the new talent:
It's no secret -
sharing and readiness of the organization
Share with those who will work with him on his recruitment, explain to them why he is vital and important to the company and the position, and how you see his contribution.
A new employee who arrives at a place where he is expected and understands its value, will feel welcome and will strive to prove the expectations planted by a son.
Knowledge is power - coordinating expectations
Already on the first day, they had a conversation with the talent to coordinate expectations.
Get to know his professional background and see where he sees himself in the future, so that you can show him the diverse and unique tools that you and the workplace can provide him to get there.
We are all people - personal acquaintances
During the absorption days try to get to know the talent beyond his professional qualities and take an interest in his hobbies and interests.
A new employee who is interested in him and is allowed to exercise and express himself beyond the boundaries of his job will appreciate this and will want to maintain it.
Curiosity Promotes
Already at the absorption stage you can create an attractiveness that will make the talent want to integrate quickly.
Do this not necessarily by a discourse of bonuses and benefits, but by exposing it to an exciting field or interesting technology, as such stimuli to creativity lead to curiosity and growing interest in the workplace.
Also, encourage the talent to voice his thoughts and opinions on the various projects in the company and make it clear to him that they are important to the organization.
The author is the CEO of
Manpower
Israel - the largest placement and manpower company in Israel
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