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A Blocking Strategy For Increasing Employee Retention, Part 1

Are you currently experiencing, or are you fearful of experiencing, an increasing turnover rate as global competition for talent drives more and more organizations to directly target your employees? It’s no secret that demand for skilled labor in specific talent pools currently exceeds the available supply of local, and in some cases regional, talent in today’s labor market. This fact …

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Competitive Advantage Recruiting: Living in a Bubble, Part 2

If you are a fierce competitor who wants to practice competitive advantage recruiting, this second part of the article will continue to discuss action steps to take to identify and then counter your competitors’ recruiting actions. Part 1 in this series introduced the initial three steps for building a competitive advantage in recruiting, which included applying counterycyclical hiring, learning to …

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New or Revisited HR Planning Tools

Corporate Head count "Fat" Assessment Plan Ever wonder why the decision that we need layoffs seems to come up as a surprise? Why not establish a set of assessment tools that will let you know in advance where head count and overhead costs are excessive. Redeployment / Agility Plans In this changing world it is not uncommon for new markets …

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Competitive Advantage Recruiting: Living in a Bubble, Part 1

Business is all about head-to-head competition. Firms regularly compete for a limited supply of customers by designing products to outstage the competition, pricing products to undercut the competition, distributing products as close as possible to the customer, and branding them to drive loyalty over time. In each competitive arena, leading companies strive to develop a competitive advantage. In the marketing …

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From Average to World-Class: Your Onboarding/Orientation Program, Part 2

This checklist continues last week’s article about comparing your onboarding program against the design components of a “world-class” onboarding program. Part 3: Operational Design Components   The last level of components for world-class onboarding programs is still important, even though they are more operational in nature. They include the following: A written and integrated plan. World-class onboarding programs have a short …

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I Bet You Can’t Name Your Firm’s Recruiting Strategy; If Not, Pick One From This List

Basic recruiting strategies This group of strategies isn't particularly exciting or new. But these strategies do offer viable options for less-aggressive talent functions. Butts/bums in chairs: This strategy emphasizes hiring the cheapest and then releasing them when their pay-level makes them too expensive to keep or they themselves get frustrated and quit. Cost reduction is the only focus here. Hire …

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Being Strategic Requires Two Separate Recruiting Teams

Profile of the Two Teams Strategic recruiting team: It focuses on the very highest impact jobs, including mission critical jobs, senior execs, revenue producing jobs, jobs with a high consequence of an error, and "high value customer" impact jobs. These jobs require a firm to hire candidates who are in high demand and convincing these individuals to join the firm …

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18 Things Recruiters Can Do To Hire More Innovative People

As a talent management or recruiting professional, take the following steps to increase your success rate in hiring innovative individuals: Make hiring innovators a primary goal. Before you even begin the planning process, you must set as one of your primary goals and metrics in recruiting the increased hiring of more innovative individuals. Try to get a senior manager to …

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From Average to World-Class: A Checklist to Transform Your Onboarding/Orientation Program, Part 1

Part 1: Primary Strategic Goals of Onboarding The items in this section are the primary strategic goals that serve as the foundation for world-class onboarding programs. Incidentally, they also differentiate onboarding from the more traditional "orientation" approach. The program should have clear and measurable goals that are communicated to all. In addition, the goals should also be prioritized or weighted. …

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Valero Case Study — Simplified SLA Example

Staffing Department: Service Level Agreement Customer Commitment: Utilize the Manager Self Service (“MSS”) portal for all staffing resume reviews, request and applicant processing. Work with the recruiter to develop an effective online pre-screen questionnaire, screening processes, and interview strategy. Staffing Commitment: Post job within 48 hours of receiving approved job Major job postings Industry-specific postings (niche) Employee Referral Program Mine …

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