As a service line manager in a local hospital, I would employ various strategies to recruit and retain employees in a competitive labor market environment. to maintain a lower budget and get the best employees, it would be prudent to avoid outsourcing. Outsourcing for recruiters is an expensive exercise in the long run because employees hired in this manner have a higher turnover. Moreover, it is more expensive to hire employees from recruiters than the traditional way because they entail the payment of high commissions to finding employees taking lower salaries. However, these employees are not the best fit for the job, increasing their likelihood of absconding duty (Lucas, 2022). It is good to recruit close to the organization because it increases the chances of one finding a suitable candidate that fits the job. This calibre of employees is highly likely to remain in the position, improving the organization’s productivity.
Another strategy to employ is to design a system for tracking recruiting and retention. The knowledge acquired in this process helps help the organization to find less expensive employees in the labor market by avoiding previous mistakes in recruitment. Tracking will also help the company supervise their existing employees and know the reliable ones. Reliable employees help reduce turnover in a company and increase retention because they feel satisfied with their jobs. Tracking makes it easy to identify and correct employee problems before they lead to turnover.
Employees are motivated by many things, including psychological and monetary gains. It is essential to offer benefits to employees to ensure they are retained. To know how to keep employees, it is best to find out what makes them happy and does not (Lucas, 2022). To develop a robust benefits program, knowing what the employees need and want is good. The benefits should be able to increase levels of employee job satisfaction and improve their lifestyle. A survey would help the employer to customize development and training opportunities for the benefit of employees and the organization. There is a need to provide benefits that make employees see some growth potential in the organization.
Reference
Lucas, S. (2022). 5 recruitment and retention strategies that work. Resources for Employers. Resources for Employers.