30 May Placement Guarantees: Ensuring Your New Hire Works Out
Let’s face it: hiring a health IT recruitment firm to find top-notch talent for your organization isn’t cheap. And the last thing you want to do is spent a mint on hiring and training the best staff — only to have them leave after a few, short months.
Luckily, there are things that you can do as an employer to ensure your promising new hire works out. All it takes is a little creativity, communication and a willingness to keep an eye on the competition.
Be creative–and proactive–in addressing work/life balance.
In this age of heavy traffic and gas prices, is it really necessary for your employees to come into the office every day? Or, is teleworking a few days a week a viable option? It’s a simple solution, but offering a new hire this type of flexibility in his or her schedule (after a probationary period, of course) could be the motivation they need to go above and beyond for your organization.
Keep your word.
If you made promises during the interview and offer process, keep them. Perhaps you committed to having your new hire report to the CIO of your company; or maybe you promised them the opportunity to work on challenging, exciting projects after their 90-day probationary period was over. Whatever you pledged to get the employee on board, honor it. Nothing beats working for an employer who has integrity.
Be upfront about recent or impending organizational changes.
All organizations experience changes at some point or other. Being upfront and honest with employees about these changes will help to prevent feelings of anxiety, uncertainty, or resentment. Finding out about these types of changes after joining an organization can create a sense of distrust and lack of loyalty.
Perform regular cost of living and title-specific salary analyses and adjust accordingly.
In the hyper-competitive war for talent in the health IT industry, you simply must stay on top of employee compensation. Make sure that what you’re paying new hires in terms of salary, benefits, overtime and other perks is in line with what your competitors are paying. We guarantee your employees are already conducting their own analyses.
Ask for feedback.
If you really want to know how your new hire is settling into the new job, simply ask. No need to wait for the standard, 90-day review. Ask your new employee what he or she thinks about the organization and how the reality of working there measures up against their expectations. You might discover some things you hadn’t considered before, and your employee will see that you care. In fact, letting employees know you care might just be the best retention incentive you could ask for.
A Health IT Recruitment Firm Like 1st Solution USA can help.
Contact 1st Solution USA to find out how a top health IT recruitment firm can assist you.