Recruitment & Retention Articles

After you've spent resources onboarding your new employees, the true task becomes retaining them. Finding top talent and keeping them around is what makes most growing businesses competitive. New technology and the changing workforce is shifting the age-old processes HR managers have relied on.


Advertisers will tell you your brand is everything. Branding and content are essential for selling products—and social media has to play a part in any digital marketing strategy these days—but they’re also crucial for hiring talent and helping your organization grow.

More companies than ever before are trying to find the best talent they can before that talent even goes to college. It’s an effort to get a leg up in an increasingly competitive recruitment and retention battlefield for many industries.

Why is branding and content important? If you think of your ‘brand’ as your reputation, your ‘brand’ as an employer should be positive. A positive brand means a positive reputation, and your employee communications tactics will work better, and you’ll get better job candidates.

Training and compliance programs are vital to the success of your business and employees. There are many employee training programs that companies incorporate into their culture to boost employee communications, productivity, and engagement.

Recruitment and retention is all about finding the best candidates for your company and keeping that talent in-house. As always, employee communications is key, but identifying the best personnel before they’re hired is the best way to keep the talent pipeline open.

Recruitment and retention is all about keeping the life blood of your company healthy. Negative candidate experience can undermine your recruitment efforts before you can even focus on retention.

Incivility is a virus that can disrupt even the most efficient work spaces. How can change management efforts and corporate culture training defeat incivility before it spreads?

A few weeks ago, the Trump administration proposed combining the Department of Labor and the Department of Education into a new Department of Education and the Workforce. This proposal would require Congressional approval, and given how well the two parties and their multitude of factions get along at the moment, this idea is probably Dead on Arrival. However, that doesn't mean we shouldn't do some thinking in terms of Human Resources, particularly recruitment and retention, in the hopes that Washington starts working again.

For some high school and college students, summer is the time to get away from the regimens of classes, lectures and “school” life. For others, the 8-12 week period is the doorway to firsthand experiences of employee communication in real-world employment. Although some organizations offer internship programs year-round, summer is the peak season for intern endeavors.

Employee benefits and compensation have started to become less important in the changing job marketplace, but they still remain a top reason why employees stay with an organization or leave. Making it easy for employees to use their benefits improves engagement and performance.

Progressive and forward-thinking companies are embracing diversity and inclusion as a viable way to stay relevant and maintain a stable and prosperous business. A diverse team will help you better understand different cultures and languages, which can strengthen your services and brand.

That is, of course, something of a trick question. Retaining employees is a major part of building a strong operation, but retention of employees is not the primary goal of a business or other organization. Apple Computer may be good at retaining employees, but its top priority is to generate a profit for shareholders, and it does so by producing technology people want to buy. Because it is successful at making a profit with nifty iPhones and such, people like to work there. Yet, I am certain that there is a manager somewhere at Apple who has driven down morale and has lost some good people owing to a management style that does address employee retention.

If you want to make your workplace more attractive to today’s workers and keep them happy once they’re hired, your employees should feel a sense of inclusion. Because feeling a strong sense of belonging and comfort is so vital to a healthy company, recruitment and retention skyrockets when employees feel like they work in an office of inclusion.

Some companies view on-boarding as something to do that has little impact on the company other than allowing new-hires the opportunity to fill out numerous forms or read company policies and history. But employee onboarding is much more than this.

One by-product of workplaces spreading beyond office walls and to the coordination of many workers around the globe all at once is increasing diversity in workforces. Now, workplace diversity is a necessity for many companies. How can the Human Resources department help support everyone spread all over the globe be more productive and understood?

When you’re in a toxic office situation, it’s easy to blame the boss. Managers have gotten away with uncivil work environments in the name of ‘getting things done’ for decades, but with the rising tensions in the workforce and the winds of change blowing, incivility can cost organizations much more than hurt feelings. In many cases, the costs of incivility spreading throughout a corporate culture outweigh the benefits of ‘getting things done.’

Almost every week, we read in the news of a company's data security breach, and personal information used for employee benefits is vulnerable to crooks and identity thieves.

Business is rife with catch phrases, and has been for quite some time. Some are horrid clichés…”run it up the flagpole” or “drink the Kool-Aid.” In fact, in an article for Business Insider, Jacquelyn Smith found 26 catch phrases that are as annoying as the muddied use of the word “literally,” which is presently considered one of the most annoying and misused words in English.

On the surface, recruitment and retention seems straightforward. You find the best people for your organization, you hire them, you make them happy, and in return, you get great results, happy clients, and more money for everyone. What makes it complicated is that everyone is trying to do the same thing, and your rivals are looking for the same candidates as you are.

In my 35 years working in the private sector, the thing that appalls me most is incivility in the workplace. People who normally mind their Ps and Qs outside the office or shop can turn into the rudest individuals around. And people who are a little coarse to begin with turn into monsters. It affects everything in an organization from customer service to recruitment and retention.

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