Improve retention by defining success upfront

Employers must upgrade one-dimensional job descriptions and supplement them with detailed competency requirements and a framework for how to succeed in a designated role and function, a workforce solutions leader has said.

ManpowerGroup has released a new research paper, Hire and Retain the Best Talent With Success Mapping, which details the key approaches for aligning the core workplace competencies, culture, values and career paths of candidates with the right roles in organisations.

Lincoln Crawley, managing director of ManpowerGroup Australia and New Zealand, said  that it’s the responsibility of employers and candidates “to collaboratively refine the most critical skills and mindsets needed in today’s fast-changing workplace”.

ManpowerGroup advocates using so-called ‘Job Success Profiles’, which is a template for mapping essential hard skills and workplace competencies, traditionally known as ‘soft’ skills, against expected outputs and outcomes. 

“The fast pace of workplace change implies that employees will need to unexpectedly transfer their skills to a new role, function or organisation in a new industry,” Crawley said, and added “Individuals with flexible mindsets and agile skills and competencies are essential for leading and operating a business that must adapt to new market conditions daily.”

A recent survey on workplace skills and competencies further detailed how working collaboratively is the foremost competency missing in today’s employees.

To guide HR in the process of recruiting the right people, ManpowerGroup recommended employers request an ‘Employability Profile’ be filled out by candidates, to supplement their traditional resumes or CVs.

ManpowerGroup offered tips for employers in employing compatible candidates, and said employers are responsible for ensuring a candidate is compatible with an organisation by examining:

• What makes a job seeker tick, including their values
• A job seekers‘ potential for leadership in the future
• The diversity of a jobseekers’ skill set and ability to execute a range of responsibilities.

By doing so, Crawley said employers can build the capabilities of their workforce, and with a robust workforce strategy, they can develop and stretch their people to achieve their full potential in a way that aligns and supports their ability to execute and achieve their business strategy.

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