In parts one and two of this series we covered the best practices of the winner and finalist in the employee referral, employer branding, and corporate career site categories of this year’s ERE Recruiting Excellence Awards. It’s hard to capture using just a few bullet points the degree to which organizations selected have thought through their efforts, but as you are reading through the series, I hope you are comparing your organization and contemplating how you stack up. The one thing that separates nearly all winners from the rest of the pack is the relentless application of learning to improve existing processes or devise new ones
Time for a guessing game. We’re playing “Who am I?” Here are the hints: I get nearly free health care and pay only a pittance (relatively) for great child care. My cost for education is small. Since I work on average, 35 hours a week, I have time for my family and recreation, which includes free gym access and a summer camp for the kids. Oh and I have no fear of being laid off
by Dr. John Sullivan and Master Burnett On January 13, 2010, nearly 800 ere.net community members converged online to participate in a webinar (embedded at the bottom of this article) discussing the trends Dr. Sullivan predicted will impact the talent acquisition profession in 2010. Over the course of that webinar a number of questions were raised, each of which is addressed here
It’s not enough to say that if you want to keep the best people when the economy improves, you just need to communicate more. It matters what you say and how and when you say it.
We have all heard the recent statistics of rising unemployment rates, along with candidate-to-position ratios being the highest we have seen in decades.
Good people know that even in a recession, they can find another position. In fact, signs point to increased opportunities for currently employed people with specific skills and experience, and many of your top performers are most likely being actively recruited without your knowledge. As the stock market improves, so do attitudes about hiring
Wouldn’t it be great to have access to an off-the-shelf, easy-to-execute morale-boosting program, one that includes two “employee engagement killer apps”? Given how challenging—and important—it is these days to keep employee morale high, wouldn’t it be great to have this morale boosting program, and not pay a fortune for it? Well you can. It’s called: Show more appreciation and give more recognition
Understanding Available Retention Strategies: Are You Prepared for Turnover Rates to Double? (Part 3 of a 3-Part Series)
Parts one and two of this three-part series introduced why focusing on retention is and will be a mission-critical activity as economic recovery continues. The series introduced retention strategies categorized as 1) laissez-faire and 2) all-employee. In many organizations, the subject of prioritizing positions and people is a highly political one. While many accept that certain roles may exert greater impact on the organization, treating people in those roles differently is a challenging and often avoided activity. If your organization is looking for truly strategic HR, delivering highly targeted or personalized retention solutions is essential.