The Hiring Benefits of a Great Interview Experience
Nurturing Your Future Leaders
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Retain Talent
Are you aware of the benefits that a rewards and recognition program can have on your MSP? From a positive impact on your clients and employees to a greater impact on your bottom line, these recognition initiatives can prove vital in creating a robust culture throughout your workplace.
In a presentation, the Society for Human Resource Management (SHRM) cited the lack of recognition as the top reason most professionals leave their jobs. In2023 Trends, Market Impact, and Recommendations for Supporting Your Workforce, SHRM also found that organizations with sophisticated rewards and recognition programs are 12 times more likely to have strong business outcomes.
When properly implemented, employee recognition helps to create a positive environment in which people thrive. Your team members will no longer dread Monday mornings. Why? Because a rewards and recognition program brings back the fun. It’s fun to recognize a colleague for even the smallest contribution and even more fun to be recognized – especially when it’s unexpected.
Other benefits of a rewards and recognition program include:
Increased employee engagement
Increased productivity
Increased retention
Don’t believe it? Listen to excerpts from the testimonials of two different users of our unique Team GPSclient and employee engagement platform regarding its rewards and recognition component. Learn how these MSPs quickly improved their cultures after implementing a rewards and recognition program and the delight that their employees experienced recognizing their peers. To learn more, schedule a demo below.
Your MSP should have a strong point of difference to distinguish it from your competitors. But you should also have one to distinguish your business for job candidates as well. This is done by giving each one a memorable experience during the interview process. It will help you recruit top talent before another tech company does.
Here’s three tips to help give a job candidate a great experience:
The energy you bring to the interview process is critical. Be positive and upbeat, emphasizing the strengths of your MSP (especially regarding the culture), your vision and excitement for the future, and how that candidate’s role will be vital to achieving that vision.
Be sure you have strong online branding. What does your website look like? What’s on your Twitter page? Do you have a YouTube channel and, if so, what kind of videos does it have? This will help attract candidates and close the deal for one who may be teetering between accepting a job with you or another company.
Management must be part of the experience. Have your leaders give candidates a tour of their offices and find ways to connect with the individual – on a personal and/or professional level. Their humanness will be welcomed and appreciated. This gives your tech business a warmth that another prospective company may not exhibit should they not give a good experience to that same candidate.
What are you doing to give job candidates a great experience? Remember, you don’t get a second chance to make a first impression. So make it memorable! Read thisblog postto get even more effective tips to help you get that top candidate to say “Yes!”
An effective way to foster talent within your MSP is by moving them into leadership roles. This will show them they have a future with the company and retain them. Remember, current employees already know your business, the culture, and the team, so this familiarity may be advantageous in helping them be a strong leader versus an outsider – especially if your in-house candidate is well-respected by colleagues. Plus, you’ll save time and money over recruiting an outsider.
But how do you identify the right ones to promote for a leadership role? Ask yourself these key questions of team members who you consider to be potential candidates:
How ambitious and driven are they?
Do they currently lead others in a motivational way?
How well do they facilitate consensus decision-making?
Once you identify your candidate(s), enroll them in courses to hone their leadership skills. There are many online courses from which to choose and others are offered at industry trade shows that your team may already attend. If you do this, they will see and greatly appreciate your commitment to invest in their careers. This will result in some awesome benefits for you:
Effective future leaders for your MSP
Greater retention from the selected candidates
Greater retention from their peers because of promotion possibilities
Learn more about identifying your future leaders in this“Sunny’s Silver Linings” podcastwhere your host, Sunny Kaila, interviews Ammara Abedi, a strategy consultant with Insperity, which provides human resources and administrative services to small- and medium-sized businesses.
Also know that ITBD offers leadership courses in its Build IT education platform, including Communities, Build IT University, and at our popular Build IT LIVEin-person conference. Our courses feature top educators – many from the MSP community – and clearly demonstrate why we’re the channel’s talent authority.
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