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.
The top job markets in the United States in terms of salary, employee compensation, employee retention, and onboarding efforts are the ones the demand the highest training. There’s a reason why these positions are highly sought-after and difficult to get into. If you make your company a privilege to work for, you’ll have huge competition for each position available.
If your employee engagement indicators have taken a dip recently, perhaps you’re not asking the right survey questions. Company executives too often get positive responses on their employee engagement surveys but find other indicators of employee engagement, like overall morale and productivity, sagging. You need employee engagement survey questions that get to the heart of the issues and provide useful metrics to guide your employee engagement strategy.
It doesn’t take a genius or a Harvard psychology study to know that high employee compensation makes for happier employees. It’s like studying the effect of mutually beneficial relationships on our overall happiness. Small businesses are often faced with a choice to provide their employees with top compensation packages from the start, or relying on more employees working for lower wages. Given enough time, companies with higher compensation packages are more successful.
While your main goal is to make a profit in business, you should never forget the workers who made those profits happen. Keep them engaged and motivated and you will not only improve retention but will make your company an even bigger success because the people behind the scenes feel like a valued part of the team.
Retention costs the company much less in terms of productivity and the process of finding and hiring new talent. The higher the employee turnover, the faster any organization can fall into oblivion. What causes high turnover and how can you limit it?
Retention is a large part of internal communications for any organization because it’s expensive to interview and onboard newcomers to replace a truly valuable employee. Here’s how to keep your talent in-house.
Learn how to improve your Internal Communications when dealing with employee complaints to keep your employee retention rates high.
Employee Communications start with intelligent employee talent acquisition. In today’s mobile-driven world, recruiting on social media is increasingly important.
Internal communication has a deep effect on employee retention. The ability of managers, executives, and the employees themselves to get their information across prevents frustration on the part of workers on all levels of an organization and makes company goals, as well as individual employee goals, crystal clear.
Employee communication and talent is the lifeblood of any company. Sometimes the best thing a potential new employee can add to an organization is their personality and communication style. But qualifications are a huge part of any onboarding process. How do you balance personality with qualifications?
A large part of employee communications is finding the right talent for the right job. What happens when you get the right person in the wrong position?
