Use Re-Recruitment to Strengthen Employee Engagement and Avoid Resignations

The current job market is characterized by a scarcity of skilled workers and an urgent need for additional staff, which presents a significant challenge for recruitment efforts. Re-recruitment may be an alternative solution for recruiters. Re-recruitment can be an amicable solution to strengthen employee engagement and avoid possible resignations.

Recruiters are aware of the various challenges that define the current recruitment landscape. Finding talent ahead of competitors is challenging, as high turnover rates and a shortage of skilled workers are some of the difficulties that recruiters face.

Seeing the current limitations, using re-recruitment can be the answer to the solution. However, the point isn’t re-recruiting staff members into roles that don’t fit them or their competencies. When dealing with open positions in your organization, try finding the right match with a tenured employee you evaluate fit into the new job. Doing so can strengthen employee engagement and avoid resignations resulting in a much faster and better recruitment process.  

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Resignations are never fun, and saying goodbye to a talented and appreciated employee affects the whole organization. While we can’t provide a one-size-fits-all solution to such a case, we’ll instead recommend using the benefits of communication. 

To make your employees feel seen and heard, it can be beneficial to regularly check in with each individual and determine whether they’re content in their role. A one-on-one meeting is an effective way to identify potential issues early on.

In such a situation, you may discover if an employee doesn’t feel challenged, lacks recognition from their manager, or wishes to improve professional competencies.   

If such issues aren’t addressed, they can lead to what you want to avoid most: resignations. Therefore, it’s wise to address any problems before they escalate. One method to engage employees is through re-recruitment.

Re-recruitment is when a tenured employee goes through some of the same steps as new hires during onboarding to start in a new role. The purpose is to strengthen the employee’s sense of belonging to the organization and reignite their enthusiasm for the projects in the pipeline.

Re-recruitment can be beneficial for your organization if your external recruitment is unsuccessful. According to the Society for Human Resource Management, re-recruiting employees is good for employee morale, and the management knows the employees, their performances, and their strengths. 

Curious, but where should you start? If you have a specific employee in mind, you can schedule a re-recruitment conversation to initiate the process. Ensure that the tone is friendly and collegial; it creates a good foundation for the employee to feel even more connected to the company than they do now.

Before inviting the employee, it’s important to develop a strategy for discussion topics so the conversation doesn’t turn into a salary negotiation or a brief chat about how things are going. The focus should be on how the employee wants to develop and how the company can assist their professional and personal growth.

Try asking the following questions: 

• What tasks are you working on? How do they match up with your function?
• How satisfied are you with your role?
• How comfortable do you feel in the organization?
• What makes a workplace great?

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A conversation can uncover whether an employee is engaged or not. By talking the situation through, you can identify areas of improvement and boost the employee’s engagement. Perhaps a re-recruitment is what they need?     

It may be necessary to help the employee transition into a different role within the company. Perhaps there is a need to upgrade existing skills or reorganize to such an extent that the employee needs to attend training to acquire new skills.

Additionally, before the conversation, you need to clarify internally within the organization whether you’re open to providing the opportunities the employee may request. Financial support for training will be a significant investment, but before you close the cash register, remember that such an investment is far cheaper than recruiting a new employee. Saying goodbye to a long-standing employee also involves losing a lot of know-how.

At HR-ON, we aim to make your job easier if you work with HR and recruitment. That’s why you can find features and tools in HR-ON Staff that support re-recruitment.

For example, you can use Processes to map out the process and have the system automatically remind the employee to fill out a questionnaire, as well as remind you to schedule a meeting. You can also send reminders about tasks to the closest manager if there’re tasks they need to complete.

In addition, the Engagement Builder is a helpful tool for creating an engagement that includes questions for the employee to answer. You can also include pictures, videos, and links to relevant websites. All completed engagements are saved on the employee’s HR-ON Staff profile; you can access the data anytime and create notes.

Want to know more about HR-ON Staff? Book your free demo today.