Hiring for private security and building services contractors never stops. Turnover in these industries is notoriously high, and company growth requires a simultaneous growth in employee count.
The revolving door of employees can cause a major strain on all leadership roles within the company - upper management, HR professionals, and site managers.
In many organizations, these three roles often point the finger at the other in blaming for their high turnover rates.
Fingers are pointed at upper management for not listening to the employees; for never being present; for a lack of communication.
Fingers are pointed at HR professionals for hiring unqualified candidates; for hiring anyone with a pulse; for never having worked in the industry.
Fingers are pointed at site managers for a lack of leadership skills; for an inability to make sure employees show up on time; for a poor communication of company guidelines.
The reality is, for most organizations, a siloed structure and lack of inter-departmental communication hinders growth, transfers responsibility (not my job!), and causes a number of problems in addition to just poor retention.
We interviewed five of our clients with the best retention rates and found four common characteristics with all of them:
- They knew their numbers. They tracked hiring and retention stats in great detail.
- They followed the core principles of the pre-hire process we’ve identified.
- They had a formal plan for the critically important first 30-90 days of employment.
- They had a formal plan to improve ongoing engagement with their employees.
In this four-part blog series, we will dive into each of these elements to help you hire efficiently and manage your employees more effectively.
The result: decreased turnover, decreased hiring costs, and a clearer path to scaling your business.
Post #1: Retention Metrics to Monitor
Post #2: Ensuring Cultural and Positional Fit
Post #3: Creating an Employee Engagement Plan