The labour market is highly competitive right now and is set to become even more so.

Sites like LinkedIn have meant that some people have come to believe it’s just a case of finding someone to fill a role. However, recruitment increasingly needs to go a whole lot further than ever before. Successful hiring means retaining your personnel and ensuring they commit to your business for the long term – something which many businesses are finding more and more problematic.

Here are four secrets to ensuring your hires commit to your business for the long term.


Define Your Business Values: 

If your new hires are to have a chance of committing to your business, you need to ensure that you and your current staff are clear on what the business stands for. This is a branding exercise.

Once you have set out these values you need to make sure that current team members buy into it and embody those values in their work – potential hires will see through any ‘lip-service’ being paid.


Ensure Your Candidates Fit with The Values of Your Business: 

When you start your recruitment process, make sure that all your recruitment material communicates the values of your business.

Anyone applying for roles within your company, especially managers and senior leadership, will need to be able to represent the values of the business fully. Therefore, anyone applying will need to know what they are signing up for from the start.


Develop Team Members:

Once you have selected your hire, you will need to nurture their positive attitude. Your staff need to feel empowered and appreciated, and by developing a team spirit, you create a group of representatives for your business.

In your recruitment, you are looking for a person to represent your business. Whether as an entry-level employee or a director, you need to be content in the knowledge they will represent your business and the values it stands for.


Reward Success:

As we mentioned above, your staff need to feel appreciated.

One of the easiest ways to recognise members of staff is to reward them and thank them for their work.

For employees, your options might be as simple as to create an ‘Employee of the Month’ scheme or something similar, but for leadership roles, you’ll likely need to be more creative.

In either case, you’ll need to consider performance, responsibilities and progression in your rewards and recognition.

When you begin recruiting, take the time to properly consider the person you would like to bring into your business. By thinking about these four points, we hope you’ll be well on your way to selecting an ideal candidate.