Tag Archives: retention

Firms compare their products to their competitors, so also make it easy to compare jobs side-by-side.  Win Most Employer Comparisons By Weaponizing Opposition Research Making stark side-by-side comparisons may be uncommon in recruiting, but they are a standard practice throughout business, especially during these times of fierce business competition. Most …

Higher uncertainty has made “communicating a positive company outlook” an essential retention tool. Yes, a combination of uncertainty-creating factors, including large layoffs, a volatile economy, and the fear that a lack of AI capability will make some companies noncompetitive almost overnight. And this sudden high level of uncertainty has created …

CEOs are fierce competitors who expect you to win literally every talent battle against top firms.  And because CEOs see everything through an “Us against them” lens. Their desire to win every time extends beyond product competition and into talent. However, to CEO’s, not all talent battles are equal. The …

I’ve found that the highest impact transferable practice from the NFL to business is prioritization. And if you’re not familiar with the concept, when something receives a higher priority. The organization places a laser focus and narrowly targets an area where allocating more resources is essential in order to be …

Top leaders know that those anxious over layoffs either quit, get angry, or get distracted from work. And unfortunately, all of those actions are extremely costly to the business. Of course, almost everyone is already aware that there have recently been a number of large-scale layoffs that have generated record …

Few know that the sports and entertainment industries have essentially ended key talent turnover. And because corporate retention is currently at a record low, it makes sense for corporate talent managers to more closely consider their approach, which reduces voluntary turnover to near zero. This “most effective” retention tool that …

It’s better to be prepared than surprised, so track the warning signs of your upcoming layoff. It’s important to realize that in today’s volatile business environment, each week, large-scale layoffs are becoming increasingly common. And unfortunately, the current ones can occur with little formal notice to the impacted employees (Note: …

I’ve found the best way to survive the looming wave of recruiter layoffs is to become data-driven. Why? Because being data-driven allows an individual recruiter to successfully land better-performing new-hires faster and with fewer mis-hires. And surprisingly, it’s even possible to be data-driven as an individual recruiter, even if you …

Experts seldom mention the quality of the available talent pool, even though it’s at record levels. Yes, because of large-scale layoffs. The amount of highly qualified talent that is currently available to recruit is now at its highest level in memory. And those that follow business trends already know that …

Yes, it pays to ask because a surprising 70% of those that asked received some form of a raise. However, only 39% got their full requested amount. It also makes sense to ensure that your argument focuses on business justifications, which are much superior to emotional arguments. Because they provide …