Job Analysis

• Part of your employee selection policy must include a job analysis of any opening you will be advertising and interviewing candidates for. Before you can determine the requirements for a position, you must first consider the job duties and how important they are. Listing critical tasks will help you develop the criteria for applicant qualifications. Placing a job analysis in writing will support your job listing and help you write the questions for the selection interview. Placing the right person in the job is the first step to ensure retention of that employee.
  
  

Interview

• The purpose of a job interview is to pick the most suitable person who will excel in the position. To make this determination, you will ask questions about experience and education and pose real-life scenarios to evaluate how the candidate will perform the job functions. Your selection interview policy should include information on equal employment opportunity to help you avoid screening out applicants in protected classes, such as race, religion, color, age, sex or disability. These characteristics are irrelevant to predicting how well a candidate can do the job duties. Therefore, your policy must ensure that the questions you ask during the interview do not, intentionally or inadvertently, screen out a group of highly qualified individuals based on a protected class.
  
  

Performance Evaulations

• Once you select an employee, the core to your retention policy is to administer regular and frequent performance feedback. When employees know that their efforts are recognized, they will be confident in their work output. Alternately, if performance needs improvement, it will be identifiable early on and management can encourage the employee to bring the rating up to satisfactory or above. Regardless of the level of your employees' evaluations, knowing that you care about their performance will keep morale and productivity at a high rate. Additionally, employees objectives should tie into the mission and goals of the company so that all staff members are moving in the same direction.
  
  

Rewards and Recognition

• Rewarding employees for meeting their goals and the company's objectives is a public way to thank those who put in the effort to help your organization succeed. Depending on your budget, recognizing an employee can be as simple as mentioning the success of a project in a company meeting and offering applause for a job well done. More elaborate reward programs include prizes that an employee can earn by accomplishing certain tasks or as an award for a competition between work teams. As you acquaint yourself with the members of your staff, find out what type of rewards and recognition motivate them so that they will not feel the need to look elsewhere for employment.