From Recruitment to Retention: The Journey of Talent Acquisition

Ten years ago, nobody would have imagined that the job market would be in the hands of employees and would be so diverse and unique. Specialists are now the captains of the requirements of the jobs, and I can’t deny that it brought benefits to them by unintentionally creating a working environment where their voices could change something. As a Director of Talent Acquisition, I know that acquiring and retaining top talent in the business landscape is more critical than ever. 

The journey of talent acquisition is a comprehensive process beyond simply filling open positions. It's about strategically attracting, developing, and retaining employees who drive the company’s success. At Optimum Partners, we have a well-crafted talent acquisition strategy essential for building a resilient and innovative workforce while ensuring long-term employee retention that makes the company thrive.

Beyond the Resume and More than a Paycheck

The time when people were working for money had gone with the time when companies were looking for solely experienced specialists. Now, companies should be dedicated to going beyond the resume while creating value for employees that is more than a paycheck. 

From the very beginning, retention should be a focus. At all our offices worldwide, we prioritize ensuring that candidates experience alignment with their job roles and our company culture, from the first screening interview to their onboarding. It's one thing to have a culture; it's another to present and embody it effectively. I advise all future and current human resources specialists to cultivate a genuine culture, not fake it.

Creating a genuine culture requires continual work and transparency. Every connection a candidate or employee has with the organization is required to represent our fundamental values and objectives. This authenticity attracts top talent and increases employee loyalty and engagement. By investing in a culture that reflects who we are and what we stand for, we create a dedicated, motivated team aligned with our long-term vision.

We collaborate with nearly all universities and boot camps in Jordan to secure an agreement. At the end of each semester, we receive graduates’ resumes from these institutions. We then filter these resumes based on our specific needs.

Next, we invite the selected candidates to take a comprehensive 4-page test that evaluates their English proficiency, logical thinking, problem-solving skills, basic coding, and IQ level. Passing this test indicates that the candidate has the foundational skills we can develop, making them a suitable fit for Optimum Partners.

Those who pass the test move on to the first stage of interviews, which is technical. If they succeed, they proceed to the final interview, where we discuss potential roles and opportunities within our company. However, for senior specialists, the process is different. With their extensive experience, they proceed directly to a technical interview followed by an interview with higher management.

Creating a Supportive and Engaging Workplace

We’ve developed an in-house system to monitor and support our employees closely. Each manager, technical manager, and tech leader is responsible for regular one-on-one meetings with their team members. These sessions are not for reporting but for understanding and addressing any obstacles, development needs, or training requirements. They provide advice, discuss career development plans, and help resolve issues with clients or tasks.

From the outset, we've designed our offices to positively impact our employees’ well-being. Our office is well-equipped with entertainment facilities. We have a table tennis area and a free gym within our office space, so employees can easily access fitness activities without wasting time. There’s also a PlayStation room for employees to unwind, challenge each other, and build camaraderie. Additionally, we have seven kitchens in our Jordan office, allowing employees to prepare their meals, enjoy coffee, and focus on their work without worrying about minor inconveniences.

It is all done to give our employees a sense of belonging. Everything is in-house and available to them, ensuring they feel supported and valued.

Another valued in-house tradition among our entire team. We conduct house meetings with our CEO, Marco, around 2-3 times every year. Our employees come for an informal lunch or outdoor meeting to discuss future goals, share ideas, and celebrate the year's or quarter's accomplishments. These events create a feeling of community and a comfortable setting for open communication.

Recently, we developed an alumni program to connect our former and current employees. This initiative fosters strong networking and facilitates the exchange of knowledge and experience between those who have moved on to different industries and roles. We are planning several workshops where alumni can return to share insights on the latest advancements in the IT world, ensuring that our team remains updated and well-trained.

Additionally, former employees act as company ambassadors, opening new doors for our business. Their involvement in various industries provides opportunities to promote our company and establish new business connections.

The Bottom Line

The journey from recruitment to retention is pivotal in shaping a company's success. Over the past decade, the job market has evolved dramatically, putting employees in the driver's seat and creating diverse and dynamic workplaces. As the Director of Talent Acquisition, I've witnessed firsthand the importance of a comprehensive talent acquisition strategy that goes beyond merely filling positions. 

An important factor in enhancing recruitment and addressing the challenges faced lies with universities and training institutes. Education plays a leading role in preparing the youth to understand work responsibilities, company policies, and future career paths. By educating students on choosing the right workplaces and planning their career direction, we can address issues such as frequent job changes without proper planning. Effective education is essential in guiding young professionals to make informed decisions about their careers and stay longer in their initial roles.