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Strategies for Retaining Top Talent: How to Keep Your Best Employees Strategies for Retaining Top Talent: How to Keep Your Best Employees As a recruitment agency, we understand the importance of hiring top talent for your clients. But equally important is employee retention, especially in todayҳ competitive job market. High employee turnover can be costly and disruptive to your business, and can also negatively impact your employer brand. In this post, weҬl discuss some effectiveemployee retention strategies. Find your ideal job here Understanding the Importance of Retaining Top Talent Before we dive into specific strategies, letҳ take a moment to understand why retaining employees is so important. First and foremost, high employee turnover can be expensive. According to a study by the Society for Human Resource Management (SHRM), it can cost up to 50-60% of an employeeҳ salary to replace them with a new employee. Additionally, losing key employees can disrupt workflow, lower morale, and impact productivity. It is important for your employer brand to retain your top performers ֠if your company has a reputation for high turnover, it may be more difficult to attract new talent. Identifying Your Company's Unique Value Proposition One of the most important factors in retaining top talent is creating a compelling employee value proposition (EVP). This is essentially the unique combination of perk, benefits, rewards, and opportunities that your company offers to employees. To create an effective EVP, you need to understand what makes your company unique and appealing to employees. This could include factors like a positive company culture, opportunities for growth and development, a focus on work-life balance, or competitive benefits. Creating a Positive Company Culture Employees are more likely to stay with a company that has a positive and supportive culture. This means fostering an environment of open communication, trust, and collaboration. It also means providing opportunities for employee engagement and participation, such as team-building activities, volunteer programs, or social events. By creating a positive company culture, you can help employees feel connected to your organisation and invested in its success. This will in turn boost employee morale for existing employees and improve employee experience with your company. Providing Opportunities for Career Growth and Development The best talent is often looking for opportunities to grow and develop their skills. This means providing clear career paths and development opportunities, such as mentorship programs, training sessions, or leadership development programs. By investing in employee development, you can not onlyretain talent, but also build a more skilled and capable workforce. Contact us today Contact us today Offering Competitive Compensation and Benefits Compensation and benefits are key factors in talent retention. This doesnҴ necessarily mean offering the highest salaries, but rather providing competitive and fair compensation packages. Additionally, you can offer benefits such asflexible work arrangements, remote work or hybrid working, paid time off, or wellness programs that can help employees feel valued and supported. Recognising and Rewarding Employee Performance Employees want to feel recognised and appreciated for their hard work. This means providing regular feedback and recognition for achievements, as well as rewards such as bonuses or promotions. By recognising and rewarding a team member performance, you can show employees that their contributions are valued and that there are opportunities for growth and advancement within the company. Encouraging Open Communication and Feedback Open communication and feedback are critical for retaining every employee. Employees want to feel that their opinions and concerns are heard and addressed. This means providing regular opportunities for feedback and open communication channels, such as employee surveys, one-on-one meetings with managers, or suggestion boxes. By encouraging open communication and feedback, you can build trust and a sense of partnership between employees and management. Promoting Work-Life Balance and Flexibility Employees today are looking for work-life balance and flexibility in their jobs. This means offering options such asflexible work schedules, work remotely, telecommuting, or job-sharing. By promoting work-life balance and flexibility, you can help employees achieve a better balance between their personal and professional lives. Contact us today Promoting Work-Life Balance and Flexibility Contact us today Investing in Employee Training and Education Investing in employee training and education is another important strategy for retaining great employees. This means providing opportunities for employees to develop new skills and knowledge, such as attending conferences, taking courses, or pursuing certifications. By investing in employee training and education, you can not only retain them but also build a more skilled and knowledgeable workforce. Building Strong Relationships with Employees Building strong relationships with employees is critical for retaining them. This means getting to know employees on a personal level, understanding their goals and aspirations, and providing support and guidance as needed. It also means building a culture of trust and respect, where employees feel valued and supported. Conducting Regular Employee Engagement Surveys Regular employee engagement surveys can help you understand how your employees feel about their jobs, the company, and their work environment. This feedback can help you identify areas where you need to improve and can also help you develop targeted retention strategies. By conducting regular employee engagement surveys, you can show employees that their opinions and feedback are valued and that you are committed to making positive changes. Developing and Implementing a Retention Strategy Plan Developing and implementing a retention strategy plan is essential for retaining staff. This means identifying the specific retention challenges and goals for your organisation and developing a plan that addresses these issues. It also means setting specific targets and metrics for retention and regularly monitoring progress towards these goals. DID YOU KNOW THAT ONLY 33% OF NEW EMPLOYEES ARE FULLY ENGAGED IN THEIR NEW ROLES? Monitoring Retention Metrics and Analysing Data Monitoring retention metrics and analysing data is critical for measuring the effectiveness of your retention strategies. This means tracking metrics such as turnover rates, employee satisfaction, and engagement levels, and using this data to identify areas where you need to improve. It also means regularly reviewing and adjusting your retention strategies as needed. Addressing Employee Concerns and Issues Proactively Proactively addressing employee concerns and issues can help prevent turnover and improve retention rates. This means identifying potential issues before they become major problems and taking action to address them. It also means providing support and resources to employees who are experiencing challenges, such as offering counselling or coaching. Celebrating Employee Milestones and Accomplishments Finally, celebrating employee milestones and accomplishments is an important strategy for retaining staff. This means recognising and celebrating employee achievements, such as work anniversaries, promotions, or major accomplishments. By celebrating employee milestones and accomplishments, you can show employees that their hard work and contributions are valued and appreciated. This will drive employee job satisfaction up and help your employees feel valued in the workplace. Retaining your employees is essential for the success of any organisation. By implementing these strategies, you can create a supportive and engaging work environment that fosters employee satisfaction and loyalty. Chat to our team about retaining great employees once you have found them. ༯p> ༯p> Contact us today If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp
Meet Bhayani Recruitmentҳ new Head of Recruitment Bhayani Recruitment is thrilled to announce the expansion of our team with the addition of our new Head of Recruitment, Zoe Johnson. Zoe has worked within the HR & Recruitment industry for over 14 years, both within Agency and In house roles. Zoe has not only been the recruiter, she has also been the client, which means she is not your typical recruiter. Zoe prides herself on offering an honest, consultative recruitment service, ensuring that client and candidate service is paramount throughout the process. Having previously operated across multiplesectors including, HR, Training and Education, Property, Sales and Legal she is the perfect fit to take the relatively new business forward on already firm foundations. She has a proven track record of success in building and managing high-performing teams, as well as a deep understanding of the latestrecruitment trends and technologies. As the Head ofRecruitment at Bhayani, Zoe will be responsible for leading the growth and development of our recruitment team, as well as overseeing all aspects of the recruitment process for our clients. She will work closely with our clients to understand their uniquerecruitment needs and develop customized solutions to help them find the right talent for their organization. In addition to her recruitment expertise, Zoe is also a skilled leader and communicator. She has a talent for building strong, cohesiveteams and is dedicated to creating a positive and supportive work environment for all members of the Bhayani team. With Zoe on board, Bhayani is well-positioned to continue our rapid growth alongside our sister company,Bhayani HR & Employment Law and provide exceptional recruitment services to our clients. We are excited to welcome Zoe to the Bhayani team and look forward to working with her to take our recruitmentservices to the next level. If you are looking fortop talent or are seeking your next career opportunity, please do not hesitate to contact us. We would be happy to help you achieve your goals. If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk Find your ideal job here Contact us today For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp
Meet Bhayani Recruitmentҳ new Head of Recruitment Bhayani Recruitment is thrilled to announce the expansion of our team with the addition of our new Head of Recruitment, Zoe Johnson. Zoe has worked within the HR & Recruitment industry for over 14 years, both within Agency and In house roles. Zoe has not only been the recruiter, she has also been the client, which means she is not your typical recruiter. Zoe prides herself on offering an honest, consultative recruitment service, ensuring that client and candidate service is paramount throughout the process. Having previously operated across multiplesectors including, HR, Training and Education, Property, Sales and Legal she is the perfect fit to take the relatively new business forward on already firm foundations. She has a proven track record of success in building and managing high-performing teams, as well as a deep understanding of the latestrecruitment trends and technologies. As the Head ofRecruitment at Bhayani, Zoe will be responsible for leading the growth and development of our recruitment team, as well as overseeing all aspects of the recruitment process for our clients. She will work closely with our clients to understand their uniquerecruitment needs and develop customized solutions to help them find the right talent for their organization. In addition to her recruitment expertise, Zoe is also a skilled leader and communicator. She has a talent for building strong, cohesiveteams and is dedicated to creating a positive and supportive work environment for all members of the Bhayani team. With Zoe on board, Bhayani is well-positioned to continue our rapid growth alongside our sister company,Bhayani HR & Employment Law and provide exceptional recruitment services to our clients. We are excited to welcome Zoe to the Bhayani team and look forward to working with her to take our recruitmentservices to the next level. If you are looking fortop talent or are seeking your next career opportunity, please do not hesitate to contact us. We would be happy to help you achieve your goals. If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk Find your ideal job here Contact us today For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp
How to ace the interview process - Step 6 ֠Personal Conduct We all know that getting a new job can be a difficult process to go through, from searching for the ideal role to the interview, the first day of the new job, and everything in between. So, stay tuned to our series of fortunate events for tips and advice on how to ace the hiring process. Hopefully, after researching everything there is to know about the business before the interview you should be able to have a strong reply to any question that they fire your way. But before you arrive, there are a few things that you might want to take note of to ensure that your personal conduct is on point, not just your remarkable responses. Keep track of time֠Being late will set a bad impression on you from the start. Arriving 15 minutes early is the perfect amount of time. If you are running late, itҳ very important that you are courteous and apologetic to the employer. Ring ahead to let them know youҲe running behind and try to collect yourself before entering (looking hot, flustered, and confused is not going to help your professional image). On the contrary, being too early can also put the interviewer under pressure and rushed, potentially making them irritated. Dress to impress ֠Most often than not, formal office wear isnҴ actually worn in the office anymore. However, it is still important to show up to the interview looking clean and smart. Whether your potential employers have a casual office uniform or not, you need to dress to impress and prove that youҲe willing to put in some effort to win them over! Sportswear, loungewear, or trainers are a complete no-go. We also advise staying away from revealing clothing. Practice introductions ֠The first impression that they will have of you face-to-face will be the way that you introduce yourself. Be sure to remember who your interview is with, just in case you need to tell the receptionist whom you are meeting (and you can bet that it will get back to the interviewer if you donҴ). Check up on any emails that you have received before the interview to see who will be on the panel. If it doesnҴ state who will be there, donҴ be afraid of asking. When you first meet your potential employer, going in for a handshake is a polite and formal way to greet. Make sure you practice this with a friend or family member before you go, as you donҴ want to come across as weak and nervous and you definitely donҴ want to come across as confrontational and overpowering. Smile, be firm, and donҴ hold on for too long. Turn off your phone ֠Even when your phone is on silent, the sound of it vibrating away in your pocket or bag can be off-putting for you and the hiring manager. Turning your phone off so there are no distractions or interruptions is a must! If your phone does ring, genuinely apologise and immediately turn it off. Have a Drink ֠Having a drink can not only be personally beneficial to quench your nervous dry mouth, but it also shows that youҲe calm and collected, settles your nerves, and will also act as a nice little distraction, giving you a quick breather between questions. IҤ advise that you opt for a glass of water to quench your nervous dry mouth.༯strong> Body Language ֠Presenting your body language in a professional manner is key the first few times you meet a potential employer, as the chances are that theyҬl only get to meet you once or twice before hiring and that means that theyҬl be scrutinising your every move. Here are our doҳ and donҴs: Do: Sit up straight, look genuinely interested, keep good eye contact. DonҴ: Slouch, lean forward towards the interviewer, point, cross your arms, stare for too long, fidget, keep looking around the room. DonҴ Over-share ֠Thereҳ a very fine line between bonding over common interests and over-sharing about your life. Itҳ important to be open and friendly as theyҬl be assessing how youҤ fit into the team and if your personality would match those already in the company, but only share relevant parts of your life with them. DonҴ complain about previous employers, colleagues or jobs as this is a massive red flag. Likewise, discussing personal topics like relationship issues, family problems or addictions is also a no-go. Show Gratitude ֠At the end of your interview make sure to thank the interviewing panel for their time (with that good firm handshake we discussed). Itҳ also a nice touch to follow up with a thank you email. We hope you enjoyed reading step 6༯strong>֠Personal Conduct Click here to read step 1ࠖ The Job Hunt Click here to read step 2 ֠The CV Click here to read step 3ࠖ The Cover Letter Click here to read step 4 ֠The Application Click here to read step 5 ֠Interview Research If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk Find your ideal job here Contact us today For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp
How to ace the interview process - Step 6 ֠Personal Conduct We all know that getting a new job can be a difficult process to go through, from searching for the ideal role to the interview, the first day of the new job, and everything in between. So, stay tuned to our series of fortunate events for tips and advice on how to ace the hiring process. Hopefully, after researching everything there is to know about the business before the interview you should be able to have a strong reply to any question that they fire your way. But before you arrive, there are a few things that you might want to take note of to ensure that your personal conduct is on point, not just your remarkable responses. Keep track of time֠Being late will set a bad impression on you from the start. Arriving 15 minutes early is the perfect amount of time. If you are running late, itҳ very important that you are courteous and apologetic to the employer. Ring ahead to let them know youҲe running behind and try to collect yourself before entering (looking hot, flustered, and confused is not going to help your professional image). On the contrary, being too early can also put the interviewer under pressure and rushed, potentially making them irritated. Dress to impress ֠Most often than not, formal office wear isnҴ actually worn in the office anymore. However, it is still important to show up to the interview looking clean and smart. Whether your potential employers have a casual office uniform or not, you need to dress to impress and prove that youҲe willing to put in some effort to win them over! Sportswear, loungewear, or trainers are a complete no-go. We also advise staying away from revealing clothing. Practice introductions ֠The first impression that they will have of you face-to-face will be the way that you introduce yourself. Be sure to remember who your interview is with, just in case you need to tell the receptionist whom you are meeting (and you can bet that it will get back to the interviewer if you donҴ). Check up on any emails that you have received before the interview to see who will be on the panel. If it doesnҴ state who will be there, donҴ be afraid of asking. When you first meet your potential employer, going in for a handshake is a polite and formal way to greet. Make sure you practice this with a friend or family member before you go, as you donҴ want to come across as weak and nervous and you definitely donҴ want to come across as confrontational and overpowering. Smile, be firm, and donҴ hold on for too long. Turn off your phone ֠Even when your phone is on silent, the sound of it vibrating away in your pocket or bag can be off-putting for you and the hiring manager. Turning your phone off so there are no distractions or interruptions is a must! If your phone does ring, genuinely apologise and immediately turn it off. Have a Drink ֠Having a drink can not only be personally beneficial to quench your nervous dry mouth, but it also shows that youҲe calm and collected, settles your nerves, and will also act as a nice little distraction, giving you a quick breather between questions. IҤ advise that you opt for a glass of water to quench your nervous dry mouth.༯strong> Body Language ֠Presenting your body language in a professional manner is key the first few times you meet a potential employer, as the chances are that theyҬl only get to meet you once or twice before hiring and that means that theyҬl be scrutinising your every move. Here are our doҳ and donҴs: Do: Sit up straight, look genuinely interested, keep good eye contact. DonҴ: Slouch, lean forward towards the interviewer, point, cross your arms, stare for too long, fidget, keep looking around the room. DonҴ Over-share ֠Thereҳ a very fine line between bonding over common interests and over-sharing about your life. Itҳ important to be open and friendly as theyҬl be assessing how youҤ fit into the team and if your personality would match those already in the company, but only share relevant parts of your life with them. DonҴ complain about previous employers, colleagues or jobs as this is a massive red flag. Likewise, discussing personal topics like relationship issues, family problems or addictions is also a no-go. Show Gratitude ֠At the end of your interview make sure to thank the interviewing panel for their time (with that good firm handshake we discussed). Itҳ also a nice touch to follow up with a thank you email. We hope you enjoyed reading step 6༯strong>֠Personal Conduct Click here to read step 1ࠖ The Job Hunt Click here to read step 2 ֠The CV Click here to read step 3ࠖ The Cover Letter Click here to read step 4 ֠The Application Click here to read step 5 ֠Interview Research If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk Find your ideal job here Contact us today For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp
Meet Bhayani Recruitmentҳ new Head of Recruitment Bhayani Recruitment is thrilled to announce the expansion of our team with the addition of our new Head of Recruitment, Zoe Johnson. Zoe has worked within the HR & Recruitment industry for over 14 years, both within Agency and In house roles. Zoe has not only been the recruiter, she has also been the client, which means she is not your typical recruiter. Zoe prides herself on offering an honest, consultative recruitment service, ensuring that client and candidate service is paramount throughout the process. Having previously operated across multiplesectors including, HR, Training and Education, Property, Sales and Legal she is the perfect fit to take the relatively new business forward on already firm foundations. She has a proven track record of success in building and managing high-performing teams, as well as a deep understanding of the latestrecruitment trends and technologies. As the Head ofRecruitment at Bhayani, Zoe will be responsible for leading the growth and development of our recruitment team, as well as overseeing all aspects of the recruitment process for our clients. She will work closely with our clients to understand their uniquerecruitment needs and develop customized solutions to help them find the right talent for their organization. In addition to her recruitment expertise, Zoe is also a skilled leader and communicator. She has a talent for building strong, cohesiveteams and is dedicated to creating a positive and supportive work environment for all members of the Bhayani team. With Zoe on board, Bhayani is well-positioned to continue our rapid growth alongside our sister company,Bhayani HR & Employment Law and provide exceptional recruitment services to our clients. We are excited to welcome Zoe to the Bhayani team and look forward to working with her to take our recruitmentservices to the next level. If you are looking fortop talent or are seeking your next career opportunity, please do not hesitate to contact us. We would be happy to help you achieve your goals. If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk Find your ideal job here Contact us today For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp
Job security with Neurodiversity Securing a new job role can often be quite a daunting and challenging task, even more so when you have the added stresses of being neurodiverse. There are so many positives to being neurodiverse, it makes you unique, thoughtful, innovative and so much more, and being neurodiverse in the workplace can bring so many benefits to a company. Neurodiverse people often think outside the box, work extremely efficiently, and can have exceptionally high productivity, given the ability to recognise the environment in which they flourish. Finding that environment can be a challenge, especially if you havenҴ been given the opportunity to test out your skills practically before entering a new role orsector. This may bring challenges that not everyone else in that job would face such as being indecisive about what job they want, feeling too scared to put themselves out there in fear of judgment, accepting arole that may not be suited to their hyperactivity, and therefore getting distracted and disinterested in the job, or feeling overwhelmed with the workload. But there are ways that you can prevent these issues from prevailing: Indecisive thoughts֠Choosing the first ornext step in your career can be a difficult decision to make as it is, never mind having an overwhelming number of indecisive thoughts swaying your choices every 5 minutes as well. Itҳ important not to let your impulsivity take over when applying for jobs that you think you might like, without doing research into the industry, sector, role, and company beforehand. Once you have done your research, sit on the information for a good week or two first before doing anything about it, and if you still feel the same way that you did when you first thought about it, then you will know it is the right decision for you to make, instead of just going along with another dopamine craving thought spiral. Rejection sensitivity ּ/span> Admitting that you areneurodiverse can be quite a scary thing to do sometimes, especially if you donҴ know how the person receiving the information will act upon it. Usually, when telling this to a potential employer, there will be no judgment and you will be supported and understood, but it can be worrying to know that this might not be everyoneҳ response. Honesty is always the best policy; it ensures that your employer knows that you may need extra help with tasks that others usually donҴ and provides you an opportunity to get any adjustments you may need. It will also filter out any companies that are not willing to support this, and who would want to work for them anyway? Getting distracted ֠Itҳ important to choose a career that a) you really enjoy, and b) keeps your mind busy. Neurodiverse people are prone to get distracted easily, especially if they are disinterested in the task that they are doing. Pursuing a career in something that youҲe passionate about makes sure that you are always committed to your work and donҴ get bored. This way you can use your hyperfocus to your own benefit on something that you actually enjoy putting your time into and can excel in a field that you love. Getting overwhelmed ֠When confronted with a large and tedious task, it can be very easy to get overwhelmed before youҶe even begun. The thought of doing something that youҲe not going to enjoy for a long period of time is something that a neurodiverse brain simply cannot handle. This is why itҳ important to choose a job where you know that you have variation within your daily tasks to keep your brain ticking. In an ideal world, your day would be full of lots of short tasks which are easy to power through and tick off as you go along, but if this isnҴ the case and you do get confronted with a strenuous admin task that might take you a while, then break it down into segments and work your way through it slowly. Makesure that your employer knows this is something that you donҴ work well on and advise them that you have to deal with tasks like these in different ways to everyone else. For advice and support on neurodiversity in the workplace, please contact our sister companyBhayani HR & Employment Law at 0333 888 1360 or email hello@bhayanilaw.co.uk If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk Find your ideal job here Contact us today For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp
How to ace the interview process - Step 6 ֠Personal Conduct We all know that getting a new job can be a difficult process to go through, from searching for the ideal role to the interview, the first day of the new job, and everything in between. So, stay tuned to our series of fortunate events for tips and advice on how to ace the hiring process. Hopefully, after researching everything there is to know about the business before the interview you should be able to have a strong reply to any question that they fire your way. But before you arrive, there are a few things that you might want to take note of to ensure that your personal conduct is on point, not just your remarkable responses. Keep track of time֠Being late will set a bad impression on you from the start. Arriving 15 minutes early is the perfect amount of time. If you are running late, itҳ very important that you are courteous and apologetic to the employer. Ring ahead to let them know youҲe running behind and try to collect yourself before entering (looking hot, flustered, and confused is not going to help your professional image). On the contrary, being too early can also put the interviewer under pressure and rushed, potentially making them irritated. Dress to impress ֠Most often than not, formal office wear isnҴ actually worn in the office anymore. However, it is still important to show up to the interview looking clean and smart. Whether your potential employers have a casual office uniform or not, you need to dress to impress and prove that youҲe willing to put in some effort to win them over! Sportswear, loungewear, or trainers are a complete no-go. We also advise staying away from revealing clothing. Practice introductions ֠The first impression that they will have of you face-to-face will be the way that you introduce yourself. Be sure to remember who your interview is with, just in case you need to tell the receptionist whom you are meeting (and you can bet that it will get back to the interviewer if you donҴ). Check up on any emails that you have received before the interview to see who will be on the panel. If it doesnҴ state who will be there, donҴ be afraid of asking. When you first meet your potential employer, going in for a handshake is a polite and formal way to greet. Make sure you practice this with a friend or family member before you go, as you donҴ want to come across as weak and nervous and you definitely donҴ want to come across as confrontational and overpowering. Smile, be firm, and donҴ hold on for too long. Turn off your phone ֠Even when your phone is on silent, the sound of it vibrating away in your pocket or bag can be off-putting for you and the hiring manager. Turning your phone off so there are no distractions or interruptions is a must! If your phone does ring, genuinely apologise and immediately turn it off. Have a Drink ֠Having a drink can not only be personally beneficial to quench your nervous dry mouth, but it also shows that youҲe calm and collected, settles your nerves, and will also act as a nice little distraction, giving you a quick breather between questions. IҤ advise that you opt for a glass of water to quench your nervous dry mouth.༯strong> Body Language ֠Presenting your body language in a professional manner is key the first few times you meet a potential employer, as the chances are that theyҬl only get to meet you once or twice before hiring and that means that theyҬl be scrutinising your every move. Here are our doҳ and donҴs: Do: Sit up straight, look genuinely interested, keep good eye contact. DonҴ: Slouch, lean forward towards the interviewer, point, cross your arms, stare for too long, fidget, keep looking around the room. DonҴ Over-share ֠Thereҳ a very fine line between bonding over common interests and over-sharing about your life. Itҳ important to be open and friendly as theyҬl be assessing how youҤ fit into the team and if your personality would match those already in the company, but only share relevant parts of your life with them. DonҴ complain about previous employers, colleagues or jobs as this is a massive red flag. Likewise, discussing personal topics like relationship issues, family problems or addictions is also a no-go. Show Gratitude ֠At the end of your interview make sure to thank the interviewing panel for their time (with that good firm handshake we discussed). Itҳ also a nice touch to follow up with a thank you email. We hope you enjoyed reading step 6༯strong>֠Personal Conduct Click here to read step 1ࠖ The Job Hunt Click here to read step 2 ֠The CV Click here to read step 3ࠖ The Cover Letter Click here to read step 4 ֠The Application Click here to read step 5 ֠Interview Research If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk Find your ideal job here Contact us today For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp
Meet Bhayani Recruitmentҳ new Head of Recruitment Bhayani Recruitment is thrilled to announce the expansion of our team with the addition of our new Head of Recruitment, Zoe Johnson. Zoe has worked within the HR & Recruitment industry for over 14 years, both within Agency and In house roles. Zoe has not only been the recruiter, she has also been the client, which means she is not your typical recruiter. Zoe prides herself on offering an honest, consultative recruitment service, ensuring that client and candidate service is paramount throughout the process. Having previously operated across multiplesectors including, HR, Training and Education, Property, Sales and Legal she is the perfect fit to take the relatively new business forward on already firm foundations. She has a proven track record of success in building and managing high-performing teams, as well as a deep understanding of the latestrecruitment trends and technologies. As the Head ofRecruitment at Bhayani, Zoe will be responsible for leading the growth and development of our recruitment team, as well as overseeing all aspects of the recruitment process for our clients. She will work closely with our clients to understand their uniquerecruitment needs and develop customized solutions to help them find the right talent for their organization. In addition to her recruitment expertise, Zoe is also a skilled leader and communicator. She has a talent for building strong, cohesiveteams and is dedicated to creating a positive and supportive work environment for all members of the Bhayani team. With Zoe on board, Bhayani is well-positioned to continue our rapid growth alongside our sister company,Bhayani HR & Employment Law and provide exceptional recruitment services to our clients. We are excited to welcome Zoe to the Bhayani team and look forward to working with her to take our recruitmentservices to the next level. If you are looking fortop talent or are seeking your next career opportunity, please do not hesitate to contact us. We would be happy to help you achieve your goals. If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk Find your ideal job here Contact us today For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp
Strategies for Retaining Top Talent: How to Keep Your Best Employees Strategies for Retaining Top Talent: How to Keep Your Best Employees As a recruitment agency, we understand the importance of hiring top talent for your clients. But equally important is employee retention, especially in todayҳ competitive job market. High employee turnover can be costly and disruptive to your business, and can also negatively impact your employer brand. In this post, weҬl discuss some effectiveemployee retention strategies. Find your ideal job here Understanding the Importance of Retaining Top Talent Before we dive into specific strategies, letҳ take a moment to understand why retaining employees is so important. First and foremost, high employee turnover can be expensive. According to a study by the Society for Human Resource Management (SHRM), it can cost up to 50-60% of an employeeҳ salary to replace them with a new employee. Additionally, losing key employees can disrupt workflow, lower morale, and impact productivity. It is important for your employer brand to retain your top performers ֠if your company has a reputation for high turnover, it may be more difficult to attract new talent. Identifying Your Company's Unique Value Proposition One of the most important factors in retaining top talent is creating a compelling employee value proposition (EVP). This is essentially the unique combination of perk, benefits, rewards, and opportunities that your company offers to employees. To create an effective EVP, you need to understand what makes your company unique and appealing to employees. This could include factors like a positive company culture, opportunities for growth and development, a focus on work-life balance, or competitive benefits. Creating a Positive Company Culture Employees are more likely to stay with a company that has a positive and supportive culture. This means fostering an environment of open communication, trust, and collaboration. It also means providing opportunities for employee engagement and participation, such as team-building activities, volunteer programs, or social events. By creating a positive company culture, you can help employees feel connected to your organisation and invested in its success. This will in turn boost employee morale for existing employees and improve employee experience with your company. Providing Opportunities for Career Growth and Development The best talent is often looking for opportunities to grow and develop their skills. This means providing clear career paths and development opportunities, such as mentorship programs, training sessions, or leadership development programs. By investing in employee development, you can not onlyretain talent, but also build a more skilled and capable workforce. Contact us today Contact us today Offering Competitive Compensation and Benefits Compensation and benefits are key factors in talent retention. This doesnҴ necessarily mean offering the highest salaries, but rather providing competitive and fair compensation packages. Additionally, you can offer benefits such asflexible work arrangements, remote work or hybrid working, paid time off, or wellness programs that can help employees feel valued and supported. Recognising and Rewarding Employee Performance Employees want to feel recognised and appreciated for their hard work. This means providing regular feedback and recognition for achievements, as well as rewards such as bonuses or promotions. By recognising and rewarding a team member performance, you can show employees that their contributions are valued and that there are opportunities for growth and advancement within the company. Encouraging Open Communication and Feedback Open communication and feedback are critical for retaining every employee. Employees want to feel that their opinions and concerns are heard and addressed. This means providing regular opportunities for feedback and open communication channels, such as employee surveys, one-on-one meetings with managers, or suggestion boxes. By encouraging open communication and feedback, you can build trust and a sense of partnership between employees and management. Promoting Work-Life Balance and Flexibility Employees today are looking for work-life balance and flexibility in their jobs. This means offering options such asflexible work schedules, work remotely, telecommuting, or job-sharing. By promoting work-life balance and flexibility, you can help employees achieve a better balance between their personal and professional lives. Contact us today Promoting Work-Life Balance and Flexibility Contact us today Investing in Employee Training and Education Investing in employee training and education is another important strategy for retaining great employees. This means providing opportunities for employees to develop new skills and knowledge, such as attending conferences, taking courses, or pursuing certifications. By investing in employee training and education, you can not only retain them but also build a more skilled and knowledgeable workforce. Building Strong Relationships with Employees Building strong relationships with employees is critical for retaining them. This means getting to know employees on a personal level, understanding their goals and aspirations, and providing support and guidance as needed. It also means building a culture of trust and respect, where employees feel valued and supported. Conducting Regular Employee Engagement Surveys Regular employee engagement surveys can help you understand how your employees feel about their jobs, the company, and their work environment. This feedback can help you identify areas where you need to improve and can also help you develop targeted retention strategies. By conducting regular employee engagement surveys, you can show employees that their opinions and feedback are valued and that you are committed to making positive changes. Developing and Implementing a Retention Strategy Plan Developing and implementing a retention strategy plan is essential for retaining staff. This means identifying the specific retention challenges and goals for your organisation and developing a plan that addresses these issues. It also means setting specific targets and metrics for retention and regularly monitoring progress towards these goals. DID YOU KNOW THAT ONLY 33% OF NEW EMPLOYEES ARE FULLY ENGAGED IN THEIR NEW ROLES? Monitoring Retention Metrics and Analysing Data Monitoring retention metrics and analysing data is critical for measuring the effectiveness of your retention strategies. This means tracking metrics such as turnover rates, employee satisfaction, and engagement levels, and using this data to identify areas where you need to improve. It also means regularly reviewing and adjusting your retention strategies as needed. Addressing Employee Concerns and Issues Proactively Proactively addressing employee concerns and issues can help prevent turnover and improve retention rates. This means identifying potential issues before they become major problems and taking action to address them. It also means providing support and resources to employees who are experiencing challenges, such as offering counselling or coaching. Celebrating Employee Milestones and Accomplishments Finally, celebrating employee milestones and accomplishments is an important strategy for retaining staff. This means recognising and celebrating employee achievements, such as work anniversaries, promotions, or major accomplishments. By celebrating employee milestones and accomplishments, you can show employees that their hard work and contributions are valued and appreciated. This will drive employee job satisfaction up and help your employees feel valued in the workplace. Retaining your employees is essential for the success of any organisation. By implementing these strategies, you can create a supportive and engaging work environment that fosters employee satisfaction and loyalty. Chat to our team about retaining great employees once you have found them. ༯p> ༯p> Contact us today If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp