Whether you are an emerging start up or established midsized company, employee retention is most likely a nagging concern. For most companies, the first group of employees they are eager to retain is the sales and management workforce. While a well thought out employee retention plan is not the solution to all problems, it certainly positions you to be an employer of choice for your employee of choice. It helps you to get out in front of the employee retention issues facing most companies today.
If you are not sure employee retention is a priority for your company, consider this:
In 2009 28% of companies had trouble attracting critically skilled employees. In 2011 the percentage grew to 59%.
If you have been concerned about how your company can compete
for key talent now and in the future, it is imperative to sit down with
the business leader and discuss the need to develop a compelling talent strategy.
An effective talent and workforce strategy must have more than an
endorsement from the CEO. In other words, developing and implementing a
competitive and effective talent strategy for the purpose of optimizing
your workforce must be an initiative that comes from the top of an
organization. Without stakeholder alignment no talent strategy can
sustain the test of time.
With four generations in the workforce, emerging industries on the
rise, senior level leaders on the verge of retirement or redeployment
and a whole new generation entering the workforce, every company who
relies on people to deliver a service needs to be working on building
competent hiring practices, creating employee development programs and establishing competitive employee retention strategies.
While these are all elements of an effective talent strategy they are
not the only important factors. Workforce optimization requires a
comprehensive holistic approach that includes metrics and measurement in
key areas of concern – employee retention ratios and hiring
effectiveness ratings, from both the hiring manager and the new
This weekend I had the opportunity and privilege to meet Bruce Loeffler, a teacher, trainer and leader of building service centric teams in the hospitality, healthcare and retail industries.
Bruce is committed to helping people find purpose and fulfillment in their work. He was keen on how Conscious Hiring could impact his customers' ability to select the right service people. I was keen on how once they select and hire them how easy it would be for the right people possessing the service centralizer, solution orientation, diplomat and integrity traits could immediately put his training into use because it would be a natural self expression for them.
He shares 12 principles for delivering exceptional service.
1. Attitude Makes the Difference
2. Create a Positive Experience
3. Take Pride in Everything
4. Make Positive Impressions
5. Treat People as Guests
6. Provide Exceptional Service
7. Go the Extra Mile
8. Telephone Etiquette
9. Service Recovery is Essential
10. Communicate Effectively
11. The Likability Factor
12. Strive For Excellence
More to come on the positive bottom line effects to hiring people who naturally are driven to serve and who thrive when given opportunities to get better at it!
Recruiting millennials takes economy of communication and a
compelling message, and it also takes relationship building. This is the challenge and the opportunity if
you want to have millennials in your workforce.
For your message to reach the millennial generation, it has
to capture their attention immediately.
Millennials have grown up with Facebook and Twitter, and 97 percent or
more of them use texts to communicate. They
expect to know within the first phrase of any message whether it matters to
them and what action will be required.
They also expect to be familiar with your business before dialogue about
work even begins. Your recruitment strategy must incorporate clear, sharp
communication and optimal use of social media.
Make sure that your
internet presence is consistent and compelling.
The millennial generation is not content with job security
and a paycheck. They want to be fully
engaged and using their talents at work.
Millennials expect to enjoy their work and to make a significant
contribution. They also expect to be
paid well. Your Facebook, Twitter,
Linked-in and website presence should communicate clearly that employee engagement is paramount, and that your
workplace is interesting, prosperous, and innovative. Any discussion about working for your company
will be most productive if the candidate already has a positive impression of
Keep your message
short and to the point.
This is the generation that has introduced text into the
English language. They are masters at
multitasking, and are accustomed to their vital information in small,
digestible installments. Any message you
send, whether it is a recruiting presentation or an email, has to capture their
attention in the first sentence and keep it long enough to communicate a call
to action. Relationship building occurs
over several communications, not in one long email.
Create a vivid
picture of how great it is to work for you.
An important component of your recruiting message is a good
look at what a work day looks like in your business. Is it interesting? For millennials, boring is the worst thing to
put up with on a job. Are there
opportunities to shine? Challenges? Millennials are very social and are skilled
networkers. Your communication has to show that opportunities for
collaboration, contribution, and employee engagement are plentiful in your
What are you tweeting?
What’s on your Facebook timeline?
Are people engaged? If you have a
company blog, do people comment? Active
interchange communicates vitality and opportunity.
To make sure your message is reaching the right
people, let one of our Keenhire consultants assess
your social media and web strategy.
Come Listen to KeenHire's CEO Margaret Graziano on the leading trends in Human Capital, Recruitment & Talent Management - Silicon Valley Talk Radio - Saturday 9.1 @ 3:00 pm KLIV AM 1590 if you can't make it tune in on the SVLG website https://svlg.org/press/ceo-show or https://kliv.com/Podcasts/1055853
The most important thing that any manager of any business can ever do is hire the right people to work for their company. The hiring and selection experts at KeenHire can help you with hiring for growth in many ways. We can help you choose a team of employees that will take your company to the next level of expansion today.
Keep reading for our very best in hiring for growth tips below...
1. Make use of the tips posted on the KeenHire Blog on a regular basis If you want your company to grow, you need to employ the right people. The right person for one role in one company is not the right person for the same role in another company within the same industry. The people you choose to hire need to be handpicked carefully to ensure that you are hiring for growth at all times.
The hiring specialists and human resources experts at KeenHire maintain an active and useful blog on hiring tips and employee selection advice so that your knowledge about hiring for growth can develop sufficiently enough to take your company to the next level.
We cannot emphasize enough the importance of regularly tuning in to the KeenHire Blog to find out what is hot and new in the world of human resources and employee selection. Hiring for growth is not something that comes naturally to every employer and therefore any help or advice you can get from employment experts, like those at KeenHire, should always be welcomed with open arms.
Have you ever heard the saying that, “a play is only ever as good as the worst actor in it”? Well... the same applies to business. Your company is only as good as the worst employee that you have working for you. Therefore, hiring the wrong people for your firm can be disastrous.
When we say disastrous, we do not mean that this person might work a little slower than the rest and things might be delayed.
We are talking about your company losing business, losing clients, dropping sales and eventually going bankrupt. All because you have been hiring the wrong people. All because you haven´t learned how to choose the right person for each position you have available to fill.
If a plant in your garden becomes infected with green flies, it can infect the other plants next to it and eventually all plants will die. If you make just one poor decision in terms of recruitment and you choose the wrong person for any role, your whole company could gradually start to go downhill like a train of dominoes.
The recruitment process for any company is one of the most important processes to focus on at any time. If you cannot find the best way of recruiting the best of the best for you and your company, you are always going to feel frustrated with your workforce and as though your company has no chance of reaching its true potential ever.
This is why it is important to associate yourself with the recruitment process specialists at KeenHire as soon as possible. We are able to provide any manager with the best recruitment process advice around and expand on that advice over time as your company and its needs grow and develop.
It is very important to actively seek out recruitment process advice before launching yourself into another round of disappointing employee searches and this is why the recruitment experts at KeenHire suggest that you get in contact as soon as possible.
Like anything in life, you really need to study the process of recruitment, selection and hiring. It is not something that will come naturally to you. It is something that deserves time and effort so that, in the long run, your company benefits from having the right people employed in the right positions.
The recruitment process advice team at KeenHire have been in the business of providing hiring help and guidance for many years now and what we don’t know about the recruitment process really isn’t worth knowing.
Our recruitment process advice can be accessed in a number of ways and via a number of different methods:
You might be the best entrepreneur to ever walk the face of the earth and have the best idea for a new business since Mark Zuckerberg came along with his Facebook idea, but that doesn’t mean that you’re going to be any good at managing people and taking care of the professional interests of your employees.
In fact, the world should stop assuming that people management is just a natural part of the job for any manager because this is simple not the case. Some people are terrible at people management and need to listen to the advice of employee management experts before they can improve their people management skills for good.
This is why the people management experts at KeenHire devote their time to helping clients understand “how” to treat their employees and “how” to manage the day to day issues that arise from having people work for you in various positions in your company.