In this handbook, discover the true cost of having toxic employees in your organization, learn how to identify them, avoid hiring them, and minimize toxic behavior.
Read More »Retention
A Buddy Hiring Program Attracts, Retains, and Increases Productivity
Working with your best friend shouldn’t be ignored. It carries three simultaneous benefits. It directly contributes to attracting and retaining talent, but it also significantly increases productivity.
Read More »The Top 12 Retention Tools That Produce Immediate Results
Research has shown that between half and three-quarters of all turnover is preventable. That means an individual’s manager must take ownership of the retention problem and administer the retention tools that will prevent them from leaving.
Read More »[SLIDES] The Emerging Issue of Candidate Ghosting – and How It Damages Your TA Results
At ERE San Diego 2019, Dr. John Sullivan presents on the emerging issue of candidate ghosting and what employers can do to prevent this costly issue.
Read More »Ghosting — Prevent Candidates Who Accept Your Offer From Disappearing
Ghosting in business is getting worse. If you’re not familiar with the term, candidate ghosting, it’s when a candidate stops merely responding to their recruiter.
Read More »Walking Employees Downstream Improves Retention, Productivity, Recruiting, and Engagement (Parts 1 & 2)
The Powerful Impacts From Showing Employees That Their Work Is Meaningful Forget engagement survey results. If you really want to kickstart actual hands-on commitment, “walk employees downstream” to see their work’s impact. Walk employees downstream is a tool whose goal is to increase the emotional connection between an employee and those who use their work. Fully realizing that their work …
Read More »Walking Employees Downstream Improves Retention, Productivity, Recruiting, and Engagement (Part 2 of 2)
Implementing a walk-them-downstream retention and recruiting approach Part II of this two-part series focuses on implementing a “walking employees downstream” retention and productivity tool. It is highly effective because it increases the emotional connection between employees and those who benefit from the firm’s final work product (that they contribute to). Last week’s Part I highlighted the many benefits associated with the …
Read More »Pre-Exit Interviews — How effective are exit interviews when nurses resign?
As seen on Nurse.com on 09/26/2018 by Carole Jakucs, BSN, RN, PHN. When nurses jump ship for another job it not only causes turmoil – it also costs employers money. Enter the exit interview – a practice some organizations use in their quest to reduce turnover and discern why staff members resign. But recruiters and other HR professionals might wonder how effective …
Read More »Recruiting Candidates Who Put Money First May Result in Early Turnover
Do you work in an organization where increasing an employee’s pay for retention purposes isn’t a realistic option? Whenever you hire someone who is driven by money, you are setting yourself up for future turnover failure. Money-focused hires are likely to immediately quit when they are offered even slightly more money from another firm. Salary is the No. 1 reason …
Read More »WOW Hiring Managers by Projecting a Candidate’s Performance and Promotion Trajectories
Imagine a recruiting session with your hiring manager where you are selecting from among three finalists who all seem to be about equal in their required qualifications and thus their ability to do this “current job.” And you speak up and proactively recommended hiring candidate B, because they have a steep career trajectory. The hiring manager is surprised, but they …
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