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5 Data-Informed Steps for Retention & Recruitment

By Marcia Silva posted 20 days ago

  
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Setting actionable goals for the higher ed workplace can be a daunting task. With so many aspects of employee management, it can be a challenge to pinpoint tangible tasks to meet your objectives. One of HERC’s objectives in the past year was to better utilize LinkedIn polls to engage and learn from higher ed job seekers. With over 20,000 followers, LinkedIn is HERC’s largest social media channel to reach its community of job seekers and others employed in higher ed.

Below are 5 steps to strengthen recruitment and retention efforts at your institution, informed by what we learned from our LinkedIn polls.

1. Offer work from home and/or flexible schedules

LinkedIn Poll: What benefit would help you achieve work-life satisfaction?


In the past few years, many offices have seen how work can be taken home and managed successfully. HERC’s LinkedIn poll takers reported that working from home and a flexible schedule are two leading factors in achieving work-life satisfaction. While both may not be options depending on the position, offering either can be a factor in retaining employees who are mostly satisfied with their workplace.

2. Promote interdepartmental hiring

LinkedIn Poll: Does your workplace support interdepartmental/lateral moves?


A strong number of those polled (54%) said that their workplace either does not support interdepartmental moves, or they are unsure if it is supported. This movement within an organization can offer several benefits to an institution, including talent retention and less onboarding and training time. If your organization already supports this, communicating it to current employees can be an easy way to find candidates.

3. Create a clear understanding of open positions

LinkedIn Poll: Which part of the job interviewing process is the most important to you?


Surprisingly, for poll respondents, reviewing salary and benefits was not the most important topic to discuss during job interviews. Understanding the role (48%) and learning about office culture (31%) were the priority topics that candidates wanted to address during a job interview. Job seekers want a clear understanding of what the role will entail as well as what type of workplace culture this role will be performing in. Taking steps to alleviate any confusion about the role or workplace can lead to a better candidate pool.

4. Build a healthy workplace

LinkedIn Poll: What does a healthy workplace culture look like to you?


Having respectful colleagues and collaborative team members were both polled as the highest factors in determining a healthy workplace. Building strong teams and respectful work environments can be some of the most challenging tasks for a human resources department, however dedicating resources to this can easily lead to less turnover.

5. Provide salary transparency

LinkedIn Poll: Would you be open to your workplace sharing how much every employee makes?


Salary transparency was favorably ranked in HERC’s LinkedIn poll. 74% of users responded, ‘yes, it creates pay equity’ when asked about comfort level with salary transparency in the workplace. In addition to pay equity, it can build a sense of trust between employees and the institution. If your institution is willing, having an open salary workplace can provide a positive benefit to employees. A great way to start engaging job candidates is by including a salary range in your job postings.

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About the Author:
Connie Castellucci is a higher ed data analyst consultant. Previously she has worked within higher ed departments and nonprofit organizations addressing recruitment, new school development, and member recruitment needs. 



#FeaturedContent #Recruitment #Retention
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