Applicant acceptance policies should be in place to ensure that vacancies are filled quickly and with qualified individuals from all backgrounds. Ensuring that recruitment efforts are made through multiple means, such as academic hiring fairs, online job boards and community organizations gives my company the most diverse applicant pool to select from. Analyzing data such as the applicant-to-hire rates and adverse impact ratios ensure that employees are vetted efficiently and accurately.

While a candidate is undertaking their onboarding duties, this would be an excellent time to establish how both the company and the employee can help each other reach our professional goals. This can be aided with personality tests such as the Big 5, which studies have shown to increase communication between employee and employer (Truxillo et al., 2006). Educating leadership on how to effectively engage with their workers not only decreases employee turnover, it increases overall profitability.

Meeting regularly with employees, whether formally or informally, to discuss professional goals is a way to maintain positive engagement with each employee (Osborne et. al., 2017). Evaluating employee behavior frequently can help to establish expected norms in three areas; task performance, citizenship behavior and counterproductive behavior. In these evaluation, the employee can also express their goals in the company, and we can work with them, to access resources to aid in their professional goals.