HR should use caution when hiring from a competitor

One of the most important responsibilities of HR departments is to recruit talented workers and provide an environment that makes them want to be a part of the organization for the long haul. In today’s economy, numerous industries face the challenge of staying competitive.  One way to accomplish this is to develop a talented and loyal team.

However, retaining top talent may be easier said than done. If an employee feels disengaged at work, under-compensated or like there’s no room to advance in the company, there’s a chance that they will leave for a better opportunity, leaving HR to find a new person to fill the role. But where can HR find such a person?

When seeking out talent to help your company be more competitive, it might be tempting to recruit workers from your competitors. However, there are a couple of pitfalls to watch for if you decide to pursue this route.

As HR Morning discusses, one important thing to check for when pursuing a worker from a competitor is whether they have signed a non-compete agreement. If they have, this means there could be legal repercussions if the terms of the agreement are ignored. However, if this is not an issue, once you hire the new talent, HR should continue to focus on ways to make employees want to stay.

It takes a great deal of time and resources to recruit, hire and train new workers. When an integral member of a team makes a sudden departure, HR may be left scrambling to find a suitable replacement. The key to preventing this process is to build a strong company culture and provide employees with the level of satisfaction that makes them want to build a career with you. An HR software system will help your team organize the details that go along with hiring and recruiting.

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