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). …
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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. …
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 …
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 …
Read More »WOW Hiring Managers by Projecting the Retention Trajectory of Candidates
Add a Future Focused Element to Your Hiring Assessments Hiring managers all too often undervalue their recruiters because they feel that they know more about the finalist candidates than the recruiter does. But imagine sitting down with your hiring manager at the time when they must decide on which of …
Read More »Managers Are Hoarding Talent: A Hidden Problem That’s Likely Hurting Your Firm
Expediting the transfer of employees among diverse business units allows a firm to develop and retain employees, while simultaneously increasing the cross-pollenization of ideas and the transfer of best practices. Unfortunately, I find that executives at every large organization I have visited consistently complain that this beneficial movement simply doesn’t …
Read More »Improve Retention Up to 50 Percent Because Post-Exit Interviews Get More Honest Answers
Most corporate retention programs are driven by emotion rather than data. As a result, even though a data-driven “loss prevention” effort is common throughout the business, there is no one in the retention team who quantifies the percentage of turnover that could have been prevented. Because so few measure it, you …
Read More »Without Metrics, Weak Onboarding Will Neutralize Your Recruiting Results
Think about it for a minute. You devote thousands of dollars and hundreds of management hours to recruiting, and as a result, you land a great candidate. But all that is for naught if the new hire gets off to a bad start and soon after quits because the onboarding …
Read More »Ouch, 50% Of New Hires Fail! 6 Ugly Numbers Revealing Recruiting’s Dirty Little Secret
As seen on ERE Media (April 10, 2017). Large corporations have thousands of business processes, but I doubt that you’ve ever heard of a single process that has a 50 percent failure rate. So your firm’s executives will be shocked to learn that the recruiting process (the HR process …
Read More »In An Interconnected Digital Business World … Why Is Recruiting Still An Island?
As seen on ERE Media A “think piece” designed to stimulate your thinking about strategic recruiting Corporate recruiting, unfortunately, operates as if it were an island. Recruiting can, justifiably, be accused of acting as if it is an autonomous corporate entity because it seldom has any formal processes for sharing …
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