Articles

Employer of Choice® is a registered certification mark of Employer of Choice, Inc. If you believe that your company can qualify to be officially recognized as an Employer of Choice®, please visit www.employerofchoice.com or call Employer of Choice, Inc. at 1-888-290-4362. Definition of Employer of Choice®: An employer of any size in the public, private, or …

There are many opinions about what is the “ideal” turnover rate. Here is how a CEO might look at it. Voluntary turnover should be zero for the top 10% of our best performers.Turnover should be 100% for the bottom 10% (our Worst performers).Voluntary turnover should be zero for the key jobs and key competencies …

1/3 of salary is way too low for critical jobs. A bad "hire" can cost you millions if they lose a great customer or make bad decisions. The Quaker CEO cost them 1.4 BILLION on the sale of Snapple alone. Now that's a bad hire! (Ask any sports team what is the cost of a bad 1st round draft pick that leads the team to a losing season and then must be let go in a year or two!)

Training can be measured in a variety of ways including[List (Items I-V) are in increasing order of business value]: I – Prior to training The number of people that say they need it during the needs assessment process.The number of people that sign up for it. II – At the …

After studying hundreds of employment systems at Fortune 500 firms we have identified numerous metrics or measures that can be used to assess the impact and quality of employment systems. This checklist can be used as an audit tool or as a mechanism for identifying and continuously improving the employment …

Chances are if you only include these limiting factors (e.g. recruiting time, HR's time to review resumes, training, benefits, etc.) you will underestimate turnover costs dramatically!

People often lie in exit interviews about why they are leaving. Managers should, of course, know in advance who is leaving and why. A comprehensive list like this is of little value unless you use it as a guide to gather your own information as to why YOUR workers are …

In the increasingly difficult recruiting market you must learn how to "think outside the box" if you are to get the best (or even the average) in fields like IT and Hi-tech. This is how I recommend you do it. Stop putting butts in chairs and hire "better people". "The one with the best people wins!"

As I enter the HR department I notice it’s distinctly different than when I retired as a VP of HR way back in 1998. It was quieter, smaller and had much less people than I had remembered. There were only a few HR staff people in the office – there …

Identifying the best in a functional field is easier than you think. If you are targeting the very best in a field to recruit expect them NOT to be active job seekers. Also assume you are going to have to build a long term ‘relationship’ with them in order to …