Companies with specific goals and mission require a strategic Talent Acquisition plan tailored with a carefully defined ‘New employee selection process’ to get them where they wish to reach. Business leaders of these organizations know that the success of their organization depends on the quality of their people inside. Hence, a conscious hiring process takes into account for this very purpose.

Each employment position in the company is defined by its company’s business philosophies, mission, and vision and core values. Only after the core business objectives are considered concrete, can the selection process get implemented. Conscious Hiring trains and enables the HR department to identify the right candidate suitable for the right role affecting an early engagement of the candidate throughout the hiring process. A fundamental aspect of a Conscious-hiring process is the systematic integration and ‘on boarding’ of the new hire into the organization.

The bottom line is, to have a healthy organization with the right people, with an effective and ‘can do’ attitude.

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As the person in-charge of motivating company employees, you have the primary role of developing leaders from within. One of the best practices in “succession planning” is to have a comprehensive plan that ensures leadership continuity and talent building from within your company.

In developing leaders you need to acquire a set of innate skills that can increase productivity in the workplace, give direction and focus to each staff, strong intuition in identifying talent, and boost an employee’s morale.

Since leadership skills can be developed, it is important to lift the lid by training your leaders with long-term goals in mind. This effort will increase success and profitability without cutting chunk in the company’s budget. Besides, without leadership training, long-term performance and inefficiency can cripple the company’s overall objectives and mission.

Identifying potential leaders and developing their leadership skills will translate into sound direction for the company and success in the future by adhering to the organization’s missions and visions.

When you work to developing leaders, you are making an investment. If an individual is made to feel like a valuable commodity being groomed for bigger and better, chances are they will stick around. Turnover is expensive and it can be greatly reduced with investments in leadership development. Also, the wisdom they develop will also allow them to recognize other potential leaders and set up those employees for long-term success.

And although many internal and external factors can influence morale, the greatest impact comes from the top. The majority of managers sincerely desire to lead a team with strong morale, amazing productivity and recognizable effectiveness, and this comes through in the way they lead those around them.

A good company culture that lives up to its company standards toward its employees helps sustain company workforce. Needless to say, as a recruiting officer, it is your main goal to satisfy his needs as an employee. And there are various ways to retain an employee. Involve him to internal and external events that will boost employee morale, teamwork, and company-employee relationships.

Activities inside the company:

1. Reward your team. Have small team lunch or dinners in the office
2. Engage your employees to join open-forums, brainstorming sessions, and company talks to discuss news and updates, or issues.
3. Play a “treasure hunt” game. The winning pair or team will receive good prizes.
4. Encourage everyone in the office to join profit-sharing activities, but never impose it as a “compulsory.”
5. Make your department an open door. As the human resource officer, your job also entails to guide your employees and provide counselling sessions. Encourage everyone to talk to you about work problems, or personal problems that affects working relationships and work as a job.

Activities outside the company:

1. Join a sports league in your community. Start up company-sponsored basketball, volleyball, or golfing leagues in which any employee can join and play for free.
2. Team gathering for charity. You may ask the support of non-profit organizations in your community on how your company can be of help to their vision activities.
3. Let your employees attend seminars, symposiums or conferences outside of your company. This way, they will experience meeting other people in the industry.
4. Reward your team. Have small team dinners outside the office.
5. Company Outings. Go to private resorts or beaches every summer.