Turnover can mean more than just a loss in productivity. Sometimes the loss of a crucial team member can have others re-thinking their situation and start that dreaded employee churn. With that in mind, here are a few tips to help you decide whether you should fight for an employee who wants to leave.
Announcing the Ninth Annual 2016 Recruiter Nation Report
The 2016 Recruiter Nation Report is here and we’ve gathered responses from over 1,600 recruiting and human resources professionals.
It’s a hot job market out there and companies are laser-focused on recruiting and bringing in new talent. As the recruiter, you’ve found the perfect candidate, nurtured him or her through the recruitment process, and now you’re ready to close on the hire. Once that candidate is signed and sealed, is your job done? For many recruiters, the answer is yes. If you’re one of them, you’re certainly not alone. But I think you’re missing an important opportunity to connect the dots for your new hire and ensure a great candidate experience turns into a great employee experience. The best way to do that? Partner with HR to ensure a smooth and successful onboarding process.
In today’s competitive economy, your skilled employees are at the heart of your organization’s success. Competition for those employees is fierce, particularly in a robust job market. And inevitably, some of those employees will leave your company for other opportunities. In fact, in February 2016, 3 million people voluntarily quit their jobs. Are you wondering why your prize employee just quit? One of the best tools for figuring that out is often done totally ineffectively–the exit interview.
The interview may very well be the most critical part of the hiring process. While the goal is to find the best possible fit for the position and your company, the interview process is also a chance for you to communicate about your employer brand. And the interview is often where your candidate forms a lasting impression of your company. It’s a chance to ensure your candidate has a great experience. In fact, our Job Seeker Nation study found that nearly half of candidates said that the interview makes the biggest impact on their impression of a job.
You just opened a new requisition and now you need a job posting. Many people don’t give the job posting the thought and time it deserves—it’s too easy during our busy workday to just cut and paste an old job posting and tune it for the new role. But this is your time to make a great first impression with the right candidates. You have only a few seconds and a few hundred words—but that can make all the difference in attracting the candidate of your dreams and helping them decide your position is a must-have.
It’s a job seekers market and top talent is in high demand. In today’s hot market, attracting the right candidates is more difficult than ever. So how do you stand out and turn your best candidates into new hires? Providing a great candidate experience throughout the interview and offer process is the key to closing the deal with top talent. Follow these no-fail five steps to deliver a killer candidate experience and watch your close rates soar.
Taking the extra time to thoroughly introduce and train a new employee is a task that often gets swept under the rug. It’s tempting to take a sink-or-swim mentality with fresh recruits by setting them loose on pending projects to see how they do. That might work, but investing time in properly onboarding them can make all the difference between a valuable employee and a burnout.
Remember, not retaining a new employee means starting all over with sourcing, resumes, scheduling interviews, etc. Here are five strategies for correctly onboarding a new team member.